Meet the Team - Jack Selt

We recently caught up with our new Director, Jack Selt, to gain insights into his perspective on working at the Oho Group, his workplace motivations, and his thoughts on what makes a good recruiter.

How did you get into recruitment?

I was offered a graduate role after an internship and was amazed by the career progression on offer. A friend had recently moved into recruitment and mentioned seeing new starters making significant strides in their careers. I decided to explore it further and was fortunate to receive a few offers!

Tell us about your career path so far

I started as a graduate at G2V in 2014 as a Consultant. By 2016, I was running the London office, managing 12 billing consultants and a small delivery team. At its peak, the office had 131 contractors, 72 of whom were my own.

In 2018, I was headhunted to set up a technology brand for a financial services recruitment firm. This role focused on Software Engineering, Data, and AI/ML, with an emphasis on permanent hiring.

In the summer of this year, I began what I believe will be the defining role of my career – joining Oho.

What are you looking forward to in 2025?

I’m eager to continue driving positive change across the business and help it grow further. I’m especially excited about developing the standout talent we already have and bringing in ambitious graduates to help them build rewarding careers in recruitment.

What makes a good recruiter?

Anyone entering recruitment needs to have a clear "why" and a strong drive – what is it you want to achieve? Where do you want to go? Whether it’s financial goals, career progression, opening your own office, or moving to another location, all roads must lead somewhere.

A great recruiter is hardworking, resilient, and incredibly persistent. You need to enjoy being on the phone, building relationships, and understanding people’s needs. High emotional intelligence is the holy grail in this profession.

What are the common trends when it comes to professionals leaving or joining organisations?

Every person is different, but generally, you can categorise the reasons into push and pull factors:

Pull factors:

• Better financial opportunities – salary, equity, bonuses
• Joining a faster-growing business or a more exciting sector/industry
• A better role – improved tech stack or responsibilities
• More or less working from home, depending on personal preferences

Push factors:

• Limited remit of responsibility
• Lack of training or learning opportunities
• Negative working environment
• Poor work/life balance
• Uncertainty about the company’s future

Get In touch with Jack!

Email: jacks@oho.co.uk

Phone: (0)20 3002 9137