In this episode, Ben Towne sits down with John Borrowman of Borrowman+Baker, a recruiter who has specialized in business valuation and professional services since 1995. Drawing on 30 years of “forest vs. trees” perspective, John explains why BV firms face a structurally unique talent shortage—particularly when hiring above-the-line roles that require judgment, not just technical skill. He introduces his Unique Hiring Problem framework, breaks down the three cyclical drivers of appraisal demand, and walks through the top mistakes firm leaders make: storyless job posts, fuzzy compensation timelines, and applying below-the-line processes to above-the-line hires. John also shares practical tools—live case studies, platform-based Excel tests—and the non-obvious insight that offer velocity and compensation clarity are often what separate firms that land top talent from those that don’t.
Chapter 1: Introduction
Ben introduces John Borrowman of Borrowman+Baker as a 30-year veteran recruiter specializing in business valuation and professional services. John’s edge, Ben explains, is seeing the full talent “forest” rather than the few “trees” that most firm leaders encounter in their careers. John gives a brief overview of his professional background and how he got into BV recruiting.
Chapter 2: Why a Recruiter’s Perspective Matters
John explains that valuation demand is cyclical and regulation-driven—shaped by landmark events like Enron and shifts in how CFOs handle appraisal work. The three core drivers of BV work—tax, litigation, and M&A—don’t always run hot simultaneously, but when they do, it’s a “perfect storm.” Like attorneys, BV professionals are recession-resistant, but only if they position themselves where the opportunities are.
Chapter 3: The Unique BV Hiring Challenge
John presents his Unique Hiring Problem framework using an organizational pyramid: below a certain threshold, talent can be sourced from adjacent fields (FP&A, audit, banking); above it, the only source is the profession itself—creating a structural, ongoing talent shortage. The core problem is that firms apply below-the-line hiring processes to above-the-line roles, where judgment, communication, and leadership are what must be evaluated.
Chapter 4: Evaluating Candidates – How Do You Know?
John outlines two assessment buckets for identifying candidates with the right skills: a live case study and a platform-based Excel test. These tools are designed to reveal judgment and technical ability in context, rather than relying solely on interviews or credentials.
Chapter 5: Lightning Round – Top 3 Hiring Mistakes
John rapid-fires the three most common hiring mistakes in specialized professional practices: writing storyless job posts that fail to attract the right candidates, letting compensation and timeline clarity drag (which invites counteroffers and indecision), and treating above-the-line roles with below-the-line processes—the root cause of most mishires.
Chapter 6: Going to the Next Level – Non-Obvious Insights
John shares a non-obvious insight about offer velocity and compensation strategy—framing it around the concept of PATH (Proactive Approach To Hiring). He also identifies an overused interview question that firms should retire, arguing that signals must change when evaluating senior, judgment-based talent.
Chapter 7: Getting to Know You
In the personal segment, John shares surprising facts: he saw the Beatles live, conducted the Houston Grand Opera Orchestra, and has his voice archived in the Library of Congress. He reflects on what makes his work rewarding and shares what he’s currently reading. Ben closes by highlighting John’s DIY Hiring Videos and BV Practice Management Toolkit at borrowmanbaker.com.
