My Love for Growth Runs Deep

To help me Grow, I document things, at the end of every year, I write some notes about my year and some goals for the year to come. My mini personal retrospective has been happening in the dark for several (5+) years with just a spin-off article or two being published. This year its different. 

2018 turns out to have been a pretty crucial year, personally and professionally. I had so much stuff I wanted to talk about. Time to write the personal blog I wanted to share. To make easier to understand, I have split it into three major topics. 

Let start with what happened professionally, I quit my amazing job at Indeed to focus on looking after my wife and baby in Paris. A lifestyle choice is driven by my frustrations at the constrictions of working within a business operating at such a huge scale. My time at Indeed was a success, it was the longest I was ever an employee in a company and I learned a lot. However, since the beginning of the year, I have had something different planned for 2019. So I spent a lot of 2018 focused on my side hustle with the hope to become more nomadic, authentic and entrepreneurial. That’s why I have been doing a lot of Growth Hacking!

Tris ❤️ Growth Hacking

2018 I focused on honing my Growth Hacking Skills and applying them to Recruitment. Considering blogging and spending too much time on the internet is what got me started off on the journey to becoming a recruiter in the first place. In the last ten years and with no degree just energy, passion and a lot of hard work I come full circle back to my growth hacking roots. My personal and professional Growth can be tied closely to my passion for all things hacking. Life Hacking my way out of the kitchen, I have gone from dreaming of working in cool tech companies to being recognized as one of the top influencers in HR tech. There was no wonder I threw so much time and effort building the Growth Hacking Recruiters community. 

WHY?

I wanted to get better at Recruiting. I believe that innovation in recruiting comes from outside it, not within. On my constant quest to improve, Growth Hacking became my buzzword crutch to help me make more hires.

Growth Hacking was a Hot Topic; Personally, I had been following Growth Hacking industry for some time and stealing things I could apply to recruitment. When Jan Tegze wrote at the beginning of 2018 “Sorry, 2018 Won’t Be the Year of A.I., But Growth Hacking” I knew it was the time to jump and build the community. Talent Hackers had long stood still, build by vendors to capitalise on a trend. The recruitment hacking community had suffered by not having a place to call its own. The techniques had advanced, much as Growth Hacking since Sean Ellis used it as a buzzword to try and hire people.

There was an opportunity for a community that focused on consistently improving recruiting tactics and sharing cool tips and hacks. The timing felt perfect so I dropped Jan a note to see if he wanted to be involved and we got started on building what has already been called one of the hottest groups for Recruiters in 2019!

FINDING PEOPLE IS EASY – ENGAGING WITH THEM IS HARD

“Cutting through the noise and being there… ideally at the right time (even though there are many external factors to this that a sourcer/recruiter can not control). Being on the right screen with the right message is a real job” – Guillaume Alexandre

The truth is, Recruiter response rates are dropping and people are finding it hard to break through the noise we are all subjected to.

Gone are the days that people are flattered about being headhunted. Outbound recruiting has become normal, especially in the tech spheres.

Growth Hackers are experts at engaging with people at scale and (most of the time) selling them stuff. You can pretty much bet that that is exactly what most modern recruitment jobs are about too.

All Growth comes from desperately trying to succeed 

The inefficiencies of most things in Recruiting show us how Recruitment mechanics still need to be optimised. Applying more growth hacking methods to the problem allows us to improve all elements of the hiring journey for both sides of the table.

To start the year, I read up huge amounts on the principles of growth hacking and marketing. I didn’t want the group to just be about sharing tools and tricks but about sharing methods too. During the journey, I realised that these techniques apply not just in Recruiting, but in sales, marketing and every part of your life where you want to improve. A lot of people are already sharing this stuff and learning from each other. That’s why it was so easy to build the community to where it is now.

I’m grateful for all the people that have gotten involved to create a community. We step into 2019 with a manifesto, a mission and a plan. Hopefully, we have helped others out there as this has become a huge catalyst for my personal growth.

Hires = Growth. A Growth Hacking Recruiter persistently Chases Growth, Design for people, tests ideas, builds on Failures, Use Data, Measure things, Automate, Listen to feedback

Confused as to what I’m talking about? I wrote a true definition of what a growth hacking recruiter does. Confused about what a Growth Hack is, think free lightweight hacks that you can implement that will 100% improve your hiring process.

On top of growing a group where I could learn from my fellow growth hacking recruiters and share tips with new ones! Here is what I learned;

  1. DATA GIVES YOU SUPERPOWERS
  2. TEST. LEARN. TEST. LEARN. TEST. LEARN. TEST. LEARN…
  3. CONTENT IS KEY
  4. START NOW – THE BARRIER TO ENTRY IS STILL SO LOW
  5. BUILD A RHYTHM
  6. MINDSET MINDSET MINDSET
  7. WE HAVE A LONG WAY TO GO!

The first three points need far more time to explain than I have here, so expect separate blog posts on that soon, but Considering I have written posts about the three last points already in the group. I thought it would be fun to buld on the content and put them here.

START NOW – IT’S EASY!

The highest earning YouTuber is a seven-year-old. Every one of us has a chance to make our mark in whatever we do. The UK in-house recruitment award for employer branding video this year was won by one person using their phone to shoot the video.

Creating content has got easier. Personal branding is everywhere. 

9 years ago, I went to IBC and heard from thought leaders in the broadcast industry that brands were going to become the broadcasters, they were wrong. Anyone can be a broadcaster and everyone is giving it a go. We really do live in a time when anyone can broadcast for millions, pretty much for free.

In recruitment, one of the biggest complaints I hear is they don’t have the support, the tools or the time to create the content they need to support their recruiting efforts. I think there is too much overthinking here and these people need a reality check.

The Barrier to entry is so low that all you need is an idea and a phone and you can create something amazing.

People don’t want polished content anymore, they don’t trust “on brand” corporate videos. They want an authentic view of where they can work and they want to hear the real story.

The only thing holding you back is yourself.

I find this true for myself as for those people I observe in the world.

Your not going to get it perfect the first time.

Just do it.

The worse that will happen is you will Fail and learn. More likely than not, you will get free exposure in any domain you want. I have helped and watched friends do this for their own careers in every domain and it works. Don’t wait for approval of your idea. Don’t expect people to get it.

Make it, post it and beg for forgiveness if someone complains.

I have done this in corporate employers and small ones and for myself. No one ever complained, they were grateful I made them look good and they were happy with the candidates I got them.

Be brave, your growth starts now!

Content is key, but first, you need rhythm.

Content is king but Rhythm is a Recruiters form of nurture marketing. Posting constantly and consistently reminds people who you are, what you stand for and what you do. It gets you more eyeballs and if what you post is good, it gets you fans and followers.

As a recruiter, it will increase your response rates, drive more relevant inbound candidates to you personally and make your bosses happy (because being engaged online makes them look good.)

Hung Lee and I talked about how hard this is. He reminded me that it takes a huge amount of confidence to post and share your authentic views on the world with the internet. ITs about building the muscle memory that helps you become a better contributor to the internet. “You need to get in the Rhythm,” he told me.

Jan Tegze reminded me as well when I asked him how he creates so much awesome content. Its all about having a rhythm.

To build the rhythm myself, I have taken to creating more and posting more. You can do that too. Here are some of the top tips I share with the Growth Hacking Recruiters that will help build the muscle memory to easily keep consistently contributing to the internet and building your personal brand. 

  1. Pick a topic and try and write one micro post about it a day, HIT SHARE even if it is not perfect! (Platforms like Twitter, Instagram or snapchat are great for this)
  2. Write three comments when you Log In on every Platform
  3. Regularly write a post in a format you enjoy and works for your brand.

Hung is the Perfect example of Rhythmic posting. Not only is he curating an amazing newsletter every week but he is posting format posts on LinkedIn to compliment them. If you want to start getting your brand out there then just sharing a link to his amazing newsletter gets your name in front of thousands of other peeps interested in the same stuff as us!

I have a loooong way to go

So while building this MINDSET has been a personal journey to get to what I really want in life, Freedom to do what I want every day. Make awesome moments!

My personal journey, becoming confident enough to consistently create and post content has been tough. I have always wanted to do more, this is the umpteenth year that I had started out saying. “I’m going to post more blogs and share more stuff” but I am definitely starting to get my head around it. Not a 100k a year from posting on LinkedIn and in Facebook groups yet, but we can all be dreamers 😉

I have often been blessed with a “Just do It” mindset, that reached a whole new level this year as I have focused on building a new growth focused mindset. More to come on that in my next post.

Growing myself is a long-term project!

WE HAVE GOT A LOOONG WAY TO GO

Growth Hacking Principles in Recruiting are still Nascent, you may remember that I wrote a long time ago that fixing recruitment is more about levelling up the recruiters. Empowering people to get better at what they do in every part of their life is something I can only dream of. If you want to join us and help us grow, don’t forget to say hi and share this post with a friend.

Focus on what you can do to grow things now!

 

What is a Growth Hacking Recruiter?

Hires = Growth. A Growth Hacking Recruiter has a growth mindset and curiously and confidently leverages media, technology, data to hit hiring targets with minimal financial investment. Simply put, they help companies hire more effectively with fewer resources than their competition.

A fine-tuned hiring machine, growth hacking recruiters have mastered the art of targeting and engaging with job seekers at scale. Leveraging advances in technology, communication and information availability. Growth Hacking, when applied to recruitment, allows recruiters to become more agile, rapidly evolving and fixing hiring processes to increase satisfaction for everyone involved.

A Growth Hacking Recruiter has the data skills to analyse what is happening with a role (funnel hacking), the marketing skills to optimise and attract the right candidates (SEO, PPC, UX, Content marketing etc), the technical chops to automate the process (scraping, data enrichment, bots, AI etc) and the mindset that constantly drives growth!

Having a Growth Hacking Recruiter on your team will make you more hires, grow your brand and optimise every element of your hiring process.

Growth hacking is a mindset, so are the Growth Hacking Recruiters; A new breed of recruiters who can find the information they need to help companies scale teams successfully. Constantly adapting and adopting, the growth hacking recruiter is taking advantage of the newest technologies, data sources, marketing tactics and shared consciousness to rapidly test things, finding what works and exploiting them to make more hires.

I adopted the growth hacking mindset and applied it to hiring and it worked. By adopting the guidelines below, you can do it too!

Hires = Growth

 

Hires = Growth. A Growth Hacking Recruiter persistently Chases Growth, Design for people, tests ideas, builds on Failures, Use Data, Measure things, Automate, Listen to feedback

 

This stuff is not new, it’s old.

It’s 2018 people, if you can’t use the internet to make hires, you need to learn NOW. Growth Hacking applied to recruitment was first written about by Nick Marsh in 2014 in an attempt to coin the term Talent Hacker. At the beginning of 2018 Jan Tegze, predicted growth hacking would be more important in recruiting than AI in 2018.

This is because it’s EASY and FREE to implement.

Having now been working on this in companies since 2014. Soaking in knowledge and building a network of recruiting experts around the world in my search for Talent Hacks. Jan and my vision was that to accelerate the adoption by building a group focused on this we would have a way to share growth hacking tips and tricks that actually work for recruiters.

The community has grown to more than 1500+ members, all recruiters actively engaging in growth hacking the hiring process and there way

They share articles focused around;

  • Information retrieval & Scraping
  • Automation and Bots
  • Digital & Content Marketing (SEO, PPC, Virals, Blogging etc)
  • The dark arts of Engagement & Hacking

As well as questions, real-world hacks, personal growth stories, life hacks, productivity tricks, collaborative projects and challenges.

As a growth hacking Recruiter, I have chased growth in all elements of my life. If you would like to receive all of the information I have learned. Everything I think you need to succeed as a recruiter, growth hacking your way to success, sign up on our landing page.

Join our free community of thousands of growth hacking recruiters around the world sharing tips and tricks that work to help you hire and grow.

Join the biggest and best community of growth hacking recruiters on GrowthHackingRecruiters.com

Still not convinced? Here is one of the first ever video’s we made to explain how Growth Hacking Recruitment works and how to start adopting the mindset.

Sourcers VS Recruiters: A Quick Survey on Sourcing from DBR

Sourcers VS Recruiters is an old argument, we all know the difference at the end of the day. Below, you can see a data-driven approach to understanding the differences between recruiters and sourcers and the challenges they all face!
In the next few weeks, everyone is going to be talking about sourcing in Europe ahead of SourceCon’s first visit. So to kick this little project off, I decided to do some research.

I need your help!

It’s anonymous and the results of the research are just below!
Thanks!
At the end of the Day, Sourcer vs Recruiter, I don’t really care! I am more interested in what are the challenges people face when sourcing! I’m imagining there will be plenty of both Recruiters and Sourcers attending SourceCon this time around. At the end of the day, we all do sourcing from time to time right?
To make sure we were “On Trend” for DBR live we decided to choose, Sourcing vs Recruiters as a Topic.
I want to find what is the difference between Sourcing and Recruiting.
Anyone who follows my blog and reads my stuff knows that Sourcers are not Baby Recruiters. In DBR and the surrounding community we differentiate a lot less, or maybe I blocked everyone that thinks that way?
I am keen to Understand what challenges people are facing when sourcing. I also asked is there really a difference in the roles, as far as I’m concerned we all hire people, so we all Source.
The data is all below and the more you share it, the more we can learn about Sourcing!

More details?

Sam and I caught up on DBR Live to discuss the results after hitting 70 odd respondants!

BELOW ARE LIVE CHARTS LINKED FROM A GOOGLE SPREAD SHEET

Have you filled out the survey? 

Have you sent it to all your recruiting friends?

The results are all below, first, let’s see who actually responded.

With more respondents, we will be able to share a more defined segment of the audience. Please share and respond and I will update soon!

I looked at what all the respondents largest challenges are in their day to day roles.

The real question here is “What is the difference between Sourcers and Recruiters?”

If you want to hear Glen Cathy’s answer, check it out here!

The real difference is where they spend their time, right?

I wanted to find out the difference in how Recruiters and Sourcer spend their time. So I asked all the respondents how much time they spend sourcing every week roughly.

The graph below shows pecentage of time people spend roughly per week, broken down by role segment, Recruiter vs Sourcer (as more people respond, we will be able to add more segments, considering the survey is capturing info as to what style of Recruiter is responding).

Maybe we will finally have proof of the above?

In terms of responses, there are some excellent ones to the final question.

What do you think is the real difference between Sourcers and Recruiters?

“patience”

“Sourcers have a passion for finding people, recruiters have a passion for finding fees.”

“A sourcer is a native hunter… a recruiter could be only a fisher… and sometimes an hunter….”
and of course
“Loaded question! A great recruiter has elements of a great sourcer, and vice versa.”
As far as I’m concerned, teams of experts working together in an agile manner is going to lead to solving some of the worlds hardest hiring problems faster!

What do you think?

RECRUITERS, THIS WILL MAKE YOU AWESOME IN 2018

I wrote this rant on DBR the other day about the people who are always trying to break the recruitment industry. Breaking the recruitment industry is my favorite subject of conversation, I have written about a couple of times before. I start every year blogging about it because I do believe there are still lots of things that need to change in the world of recruitment. Last year I said.

Let not try and break recruitment, let’s get together and build a worldwide community that makes all the recruiters better!

Now DBR has over 1000 members and continues to grow. We are definitely not the only recruitment community out there either. From the Recruiters Online Facebook group to the Recruiters Kitchen in Paris, all of these recruiters getting to know each other and helping each other is making recruitment better for everyone!

So to all of those of you that are still writing “Recruitment is Broken”, I stand by my previous post’s, it is not a wave of bright-eyed and eager tech entrepreneurs armed with Blockchains and Algorithms that will break recruitment.

It’s us recruiters who will fix our industry!

It’s down to every member of the global recruiting community that recruitment is getting better.

We have only just begun!

Here are my tips on how to be an awesome recruiter in 2018. It’s my rant from the other day in a more constructive of 2017 esque Broetry for those of you that are not DBR members,  the DBR members will remember a few of these lines! 

I hope this will help you be awesome at hiring in 2018. Please share it on your company slack, email lists or and print it out for the people that still don’t have the internet. It is up to all of us involved in hiring to fix Recruitment.

Recruiters aren’t evil, or whatever else Google cares to say about us.

Tech won’t break recruitment, it will make it better.

It’s up to us the recruiters to fix recruitment.

It’s up to us to tell everyone involved!

Not everyone will be happy with a hiring experience.

Not everyone can get the job but if we all work together we can make hiring awesome together!

Here are my tips in general on how to be awesome at hiring in 2018!

These are practical tips for anyone hiring.

Stop writing bland emails

Be Human

Think, People first

Hello, we are hiring people here…

Put yourself in the shoes of the job seeker

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Get to know who you recruit for

They probably had it written on the door when you walked in. Convincing stories from people in the company are the easiest way to persuade someone to work there.

Get to know who you recruit

You literally just have to walk up to them and ask them things about their job and their industry. My favorite question to ask people is, how would you like to be recruited?

Understand your competitors

Either in locations or industry or role. Finding out about those companies is simple, try stuff like Owler or Blind or Google Maps.

Partner with your hiring manager

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Search with them

Literally, sit down, open up your laptop, go on your fave search engine and search for who they want to hire on a database.

Communicate with Clarity

That takes practice, I’m not sure that I am the best to help you on that one, but try it!

Think about what you can automate

Why do 3 emails when you can do 1? Everyone one enjoys things that are efficient!

Advertise

Write decent job ads.

Everyone has different ideas about job ads, so post a couple of different ones if you have to!

Make applying easy

Seriously. I get so bored after looking at a form for more than a few minutes!

Show off your team

You are probably going to need a hashtag and lots of pom poms.

Ask the people who are on the team to show it off too

They will get you referrals, reward them well, they will get you more referrals!

Ask for feedback

It does open up the door for rants and it can be tough to swallow, but ask for it anyway with a simple form. Did I do OK today?

Give Feedback

Constructively and honestly!

Be honest with hiring managers

Use Data, its hard to argue with numbers.

Say No – Often!

Try and do it over the phone, I know its hard but you are not going to hire everyone.

You are a gate keeper, you can’t let everyone past.

giphy4

Design for Privacy

Yep, we are recruiters, we deal with sensitive data.

Make sure you know how to approach that!

(Oh and GDPR Regulation – this is the newest problem on recruiters list in 2018)

Document

Keep notes, write stuff down. Tag Candidates. I can’t believe I’m still saying this.. seriously.

Analyse

Oh man… there is so much interesting data in recruitment, start here.

Share data

Open up that magic black box of recruitment to the world! (HT Buckland) Telling people it takes 50 interviews to make a hire makes for an interesting conversation.

Help people out that need it

Sometimes it just means looking at their CV with them and showing them how to search for jobs other times and introduction!

Read things

Hung Lee’s Recruiting BrainFood is probably the best place to start!

Don’t believe everything you read

Seriously, especially if it is about recruitment.

Find a community

Specifically, one where you have similar people who face similar problems.

Contribute to it

Don’t just lurk. Write, rant, talk, laugh, post stuff your reading.

Share your best ideas

People need to be inspired!

Ask questions when you are stuck

I do, it helps me get better.

Don’t be scared to Fail

Failing is the best way to learn. I fail all the time.

If you are nice, you will tell me when you do so I can get better too!

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___________

YOU CAN READ MY FIRST POST ABOUT BREAKING RECRUITMENT 

MY FOLLOW UP POST ABOUT FIXING RECRUITMENT

PLEASE SHARE AND FOLLOW MY BLOG. I LIKE THE COMMENTS TOO!

In-house Recruiters; Should you be getting a Bonus?

The team over at DBR are running a salary survey again if you want to take part, just fill out this quick form here and we will share the data!

The point of the salary survey is to get a better understanding of life as an in-house recruiter today, we ask base salary, the average number of hires per month, company size, teams size and ask questions do you like your job or what bonus do you get?

We will release our findings to the whole world once we start to get a larger data set. In the meantime, if you join us at DBR we can hopefully answer some of the questions we get in DBR’s Slack channel like how much should I pay a recruiter in Ireland? or how many hires per month is normal for my industry?

Suprise Suprise! Inhouse recruiters bonus is not what you think.

When I posted this in a few forums, people were surprised to see that we had put the bonus question. From 150 or so responses so far I was surprised to see how many in-house recruiters are not getting a bonus this year.

Some people will argue that Hires is not a good metric to measure in-house recruiters on and some will say those in-house recruiters should not get bonuses for hires as it may mean they push the wrong people to be hired.

 

Screen Shot 2017-06-28 at 3.41.12 PM

 

I am not sure if there is a right or wrong, my career started in agency where of course my salary was intrinsically linked to the number of hires I made. As I moved in-house, I realised it is not only about the number of hires but who and how I hired. I have worked in roles that both gave me a bonus and don’t and personally, I prefer to be rewarded when I hit my goal. The Dataset allowed me to ask a couple of questions to start the question.

Do bonuses affect the number of hires inhouse recruiters make?

With such a rich Dataset I was able to do some quick math on the responses so far, the reported average monthly hires are 3.6 hires per month. However, if we only look at an average of people that get no bonus, then they are making 3.2 hires a month and those that are getting 10% bonus are averaging 4.1 hires per month. The numbers speak for themselves.

Do bonuses make inhouse recruiters happier?

In-house recruiters are generally a happy bunch, we asked people on a scale of 1-5 how happy and they responded on average with a score of 4. As I said, a pretty cheerful bunch!

Those people that were getting a bonus were only slightly more, averaging 4.1 whereas those that aren’t getting a bonus are averaging 3.9 as a happiness score. Proof maybe that money doesn’t really make you that happy?

Should recruiters be getting a bonus?

Obviously, there is no hard or fast rule, more than 56% of respondents of the survey so far, are getting one. While it does seem to affect the number of hires, it doesn’t make you that much happier. We don’t have enough responses yet to make this all-encompassing, so I am keen to find out what you think.

Fill out the survey and help us make this a more inclusive data set and tweet me or comment and tell me; Do you think in-house recruiters should be getting a bonus?

RECRUITMENT: Don’t Break It, Fix It!

Wow, it feels like an age since I last wrote about DBR. It is a well overdue for me to tell you a little bit more about DBR in 2017 and in particular what it means to me to be part of this community as it grows.

I have to talk about it because the influence it has had on mine and other people’s lives blows my mind!

For those of you that don’t know what DBR is; DBR is the only safe place for in-house recruiters in Europe. We host events, talk to each other on slack and work together to solve the problems we face as recruiters every day. You probably need to start at one of these points and then come back to this post if you want to find out more about it:

DBR is now growing faster than we could ever have imagined. We have now given more than 400 in-house recruiters access to our slack channel. With our awesome new streamlined process, each applicant is vetted by the admin team and then swiftly invited into a community where help is at hand whatever recruitment problem you may be facing.

 

Running this slack channel means more in-house recruiters than ever before have the opportunity to share ideas, solve problems, get real-time feedback from peers and help more people than ever get jobs!

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Yes, since we moved from a WhatsApp group to a slack channel we have sent 440,000 plus messages but it’s not all about what we share on our dark social channels the core of our community still lies in the real world. The relationships this community has helped build over beers in the pub, discussing ideas at events and supporting each other at trade shows, has lead to us all being better recruiters.

 

Robert Nunn Head of Talent at WorldStores Group summed up what the reality of being in a community of recruiters that share ideas and candidates really should be.

dbr2

I agree, as recruiters, the way we will all become more successful will be to celebrate the talent we work with every day. Recruiters should share their networks and their connections and help the people they work with. I believe every in-house recruiter should share, invest in community and invest their time helping each other!

Let’s not try and Break Recruitment,  let’s get together to build a worldwide community that makes us all better!

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DBR in 2017 is going to grow

We are sticking to the original idea that the original founder Hung Lee had for this community, we are focusing on our mission to build a safe place for in-house recruiters. Everything we do as an admin team will be focused on what the community needs and wants and we hope that you can all help us make it bigger!

Scaling the grassroots community feeling that DBR has is almost impossible without people meeting in the real world. The effort that goes on behind the scenes to ensure that the other DBR members have the same platform to learn and grow that the first few of us had when we started meeting is unprecedented. As admins, our trust and patience is continually tested by those that deliberately sabotage our success and profit from what we have built. We continue to stick to our guns. We won’t be monetizing this community, the mailing lists we have, our candidate databases or the relationships we have built. DBR will continue to be a not for profit organisation managed by the people that love it to help every fellow in-house recruiter we can.

We will continue to focus on stuff that helps the community with support, of our members and our partners.

So, if you hadn’t read it yet, I moved to Dublin and will be trying to grow the first official offshoot branch of DBR here in Dublin. We will be meeting up for our first drink on February the second, make sure if you are in Dublin you sign up here.

Thanks to the team at StackOverflow our “Don’t be afraid..” Series has a home in their Shoreditch offices and will be running every 6 weeks. Next one if on

Our friends at Indeed Prime will be hosting our larger parties, keep June the 15th free, we have a real treat in store for you!

Of course, you will also find some of us at the Dragon Bar sharing ideas over a drink or two.

CHECK OUT THE EVENTS PAGE TO HEAR ABOUT ALL OUR EVENTS

Huge thanks to every DBR member for your time, your patience and your confidence in our community. Hung Lee for the idea in the first place and inviting me to the first DBR drinks, and for your teams time to build the new site. My fellow admins Matt Buckland, Matthew BradburnKristian Bright and Nick Yockney, you guys are the best.