Credit: The Recruiting Animal Show
1. Rich's Rule - If the client is un-cooperative walk away.
If the hiring manager won't clarify the brief, won't give feedback, won't align on salary, or won't commit to a process - you don't have a search. You have a time sink.
2. Tom's Cold Call Rule - Call until one of you dies.
Pipeline is oxygen. Most recruiters quit after one attempt. Top billers don't.
3. Priya's Resume Rule - If in doubt, throw it ou...
Talnet is a self-governed recruiter community. Here's what that means. Your reputation is built through contribution, clean transactions, strong candidate submissions, and real control over your hiring processes. By design: - No hidden boosts. - No insider favoritism. - No heavy-handed moderation. - Peer-rated transactions. - Contribution-based member scores. - Optional job verification for stronger trust signals. - Equal access to the same opportunities. - Visibility earned through performanc...
Agency owners allowing junior recruiters to work remotely are setting them up to fail.
Not because remote work doesn't work, not because flexibility is bad, but because recruitment is not an entry-level job you can master in isolation.
This isn't a role that you "figure out as you go" from YouTube tutorials.
Recruitment is extremely nuanced, with many variables at play.
- It's knowing why a candidate who looks perfect on paper won't get the offer.
- It's hearing hesitation in a hiring ...
Almost 100% response rate when a client goes silent. As a recruiter, this has happened to you a thousand times. You've either submitted a candidate or are chasing a lead, you've made 1-2 follow-up attempts but the client is still silent. "Hello, have you given up on this hire?"
Top 10 CTAs - Business Development
- Would it make sense to share a couple of profiles?
- Open to a quick chat tomorrow?
- Worth exploring how we could support your upcoming hiring plans?
- Ok for me to send over a brief overview of our process?
- Are you the right person to talk to?
- Curious to see a shortlist example from a similar search?
- Would a quick intro call be useful?
- Are you currently open to new partnerships?
- Is hiring for [job title] a priority?
- If I sent a 2-m...
Why aren't candidates allowed to use AI during technical assessments, even when the job itself does not prohibit it? Interviewers don't let candidates use AI during technical challenges because it blurs the line between knowing and not knowing core programming concepts, and why would you want that line to be blurred during an interview? You have about 60-90 minutes to evaluate whether the true knowledge of a candidate. AI can be picked up fairly quickly, whereas picking up programming takes a...
Boost your linkedin profile - independent recruiter edition
Let's preface this with a moment of truth.
This is what I see many successful recruiters doing to build their presence and generate leads on LinkedIn. This being said, I don’t do most of this myself, just because I cannot stand LinkedIn as a platform and the influencer hype.
I'm omitting some of the practices that I really can't get behind, such as:
- 3x follow up linkedin messages (follow ups should be multi-channel)
- Engagemen...
Hi Talnet - I just published a practical guide to SEO for small recruitment agencies. Here’s the core framework: Keyword Strategy - Target niche + location terms (e.g., Software Developer Recruiter Montreal) - Balance commercial (bottom of the funnel) and informational (top of the funnel) intent On-Page SEO - Optimize job titles & descriptions - Use proper h1/h2 structure + schema markup - Keep URL slugs clean and descriptive (example: software-engineer-job-in-cupertino) - Implement structure...
Happy Sunday recruiters - Talnet Chat is officially live! We've rolled out real-time messaging across the platform - powering direct conversations on Talnet Social and candidate submissions across the split network. The goal is simple: faster conversations, better coordination, and less friction between partnering recruiters. Messaging is now built directly into Talnet. Read the full changelog here: https://talnet.co/space/changelog/feature-launch-talnet-chat/
Nutonik Maximus: I have 7 goals on a bd call and that target manages the system. MPC Sendout, Job Order, Referred Job Order, Business Conversation that organically comes up, seek.permission to reconnect another time, and if all that is off the table, I ask them about them.
Hi Talnet! Quick update - we’re rolling out real-time chat across the platform. Talnet Chat will power direct messaging within the social network, and candidate submissions. On the social side, everything is essentially ready. We're currently fine-tuning notifications - because no one wants an email every time a message is sent, but batching everything at the end of the day risks missing something important. The current plan is: - End-of-day email notifications for chats on Talnet Social - R...
Small agencies: stop pretending to be big. Here are 3 time-proof ways small recruitment agencies can build real credibility with hiring managers. https://talnet.co/space/blog/3-ways-small-recruitment-agencies-can-build-credibility/
We’re excited to introduce Organization Voices on Talnet Social - a new way to represent your company in conversations. Organization posts: - Let you post and comment as an organization you manage - Keep personal and company voices clearly separated - Help build brand presence and credibility with recruiters and employers Choose the right voice for every conversation. https://talnet.co/space/changelog/feature-update-talnet-social-organization-voice/
Kforce revenues grew 3% sequentially in the fourth quarter of 2025, momentum continues into the Q1 2026 https://finance.yahoo.com/news/kforce-reports-fourth-quarter-2025-210200792.html
Most recruiters search where everyone else searches.
This, despite knowing that not all jobs are posted on job boards.
In fact, many companies rely exclusively on their ATS or careers page - meaning those roles never show up on LinkedIn, Indeed, or other aggregators. If you’re doing business development via ad calls, this gives you a serious edge as you get to find demand earlier and avoid overcrowded channels. Instead of searching job boards, search company websites directly using Boolean ...
ManpowerGroup reports improving stabilization in market trends. “2026 is currently trending towards an important inflection point for the business, with a clear path toward sustainable organic revenue and margin growth,” the company reported in its earnings presentation. https://www.staffingindustry.com/news/global-daily-news/manpowergroup-reports-improving-stabilization-in-market-trends
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
After 11 years in recruiting, patterns start to emerge. From agency to agency, I’ve noticed the same 6 types of recruiters show up again and again over the years. Here are the 6 types of recruiters you’ll meet in this industry 👇 https://talnet.co/space/blog/the-6-types-of-recruiters-youll-meet-in-our-industry/
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...
Always start with the retainer - though I actually call it an engagement fee, "Retainer" sounds scary.
If you hit a wall selling the engagement fee, you can still take the search on contingency - but strategically.
Stuck selling retainer? Try framing it like this:
I completely understand the hesitation around an engagement fee, especially since we haven’t worked together yet. That’s fair.
Here’s what I propose: we’ll take this search on contingency, but we’ll treat it exactly li...
Hi Talnet, as my first contribution, I would like to share a list of closing techniques that I've compiled about a decade ago. I believe these can serve agency recruiters pretty well.
1-2-3 close
Technique
Summarize in sets of three items. We will give you this, that and the other.
This may be features of the product, benefits or add-on sweetener items.
There are two ways to do this: they may either be closely related (to reinforce a single point) or ma...
We’re excited to introduce Timeless Posts (and topics) - your go-to way to share knowledge that lasts. Timeless posts: - Stay at the top of their topics for easy reference - Serve as a knowledge base for your community - Help everyone discover valuable insights without getting lost in the feed Have something valuable to share? Make it Timeless. https://talnet.co/space/changelog/feature-update-talnet-social-timeless-posts-and-topics/
New on Talnet Social: Anonymous Posting! Share controversial insights, ask tough questions, and join discussions without revealing your identity. https://talnet.co/space/changelog/feature-update-talnet-social-anonymous-posting/
New feature release: Talnet Social - the very feature this post is shared on! https://talnet.co/space/changelog/talnet-social-feature-release/
Credit: The Recruiting Animal Show
1. Rich's Rule - If the client is un-cooperative walk away.
If the hiring manager won't clarify the brief, won't give feedback, won't align on salary, or won't commit to a process - you don't have a search. You have a time sink.
2. Tom's Cold Call Rule - Call until one of you dies.
Pipeline is oxygen. Most recruiters quit after one attempt. Top billers don't.
3. Priya's Resume Rule - If in doubt, throw it ou...
Talnet is a self-governed recruiter community. Here's what that means. Your reputation is built through contribution, clean transactions, strong candidate submissions, and real control over your hiring processes. By design: - No hidden boosts. - No insider favoritism. - No heavy-handed moderation. - Peer-rated transactions. - Contribution-based member scores. - Optional job verification for stronger trust signals. - Equal access to the same opportunities. - Visibility earned through performanc...
Agency owners allowing junior recruiters to work remotely are setting them up to fail.
Not because remote work doesn't work, not because flexibility is bad, but because recruitment is not an entry-level job you can master in isolation.
This isn't a role that you "figure out as you go" from YouTube tutorials.
Recruitment is extremely nuanced, with many variables at play.
- It's knowing why a candidate who looks perfect on paper won't get the offer.
- It's hearing hesitation in a hiring ...
Almost 100% response rate when a client goes silent. As a recruiter, this has happened to you a thousand times. You've either submitted a candidate or are chasing a lead, you've made 1-2 follow-up attempts but the client is still silent. "Hello, have you given up on this hire?"
Top 10 CTAs - Business Development
- Would it make sense to share a couple of profiles?
- Open to a quick chat tomorrow?
- Worth exploring how we could support your upcoming hiring plans?
- Ok for me to send over a brief overview of our process?
- Are you the right person to talk to?
- Curious to see a shortlist example from a similar search?
- Would a quick intro call be useful?
- Are you currently open to new partnerships?
- Is hiring for [job title] a priority?
- If I sent a 2-m...
Why aren't candidates allowed to use AI during technical assessments, even when the job itself does not prohibit it? Interviewers don't let candidates use AI during technical challenges because it blurs the line between knowing and not knowing core programming concepts, and why would you want that line to be blurred during an interview? You have about 60-90 minutes to evaluate whether the true knowledge of a candidate. AI can be picked up fairly quickly, whereas picking up programming takes a...
Boost your linkedin profile - independent recruiter edition
Let's preface this with a moment of truth.
This is what I see many successful recruiters doing to build their presence and generate leads on LinkedIn. This being said, I don’t do most of this myself, just because I cannot stand LinkedIn as a platform and the influencer hype.
I'm omitting some of the practices that I really can't get behind, such as:
- 3x follow up linkedin messages (follow ups should be multi-channel)
- Engagemen...
Hi Talnet - I just published a practical guide to SEO for small recruitment agencies. Here’s the core framework: Keyword Strategy - Target niche + location terms (e.g., Software Developer Recruiter Montreal) - Balance commercial (bottom of the funnel) and informational (top of the funnel) intent On-Page SEO - Optimize job titles & descriptions - Use proper h1/h2 structure + schema markup - Keep URL slugs clean and descriptive (example: software-engineer-job-in-cupertino) - Implement structure...
Happy Sunday recruiters - Talnet Chat is officially live! We've rolled out real-time messaging across the platform - powering direct conversations on Talnet Social and candidate submissions across the split network. The goal is simple: faster conversations, better coordination, and less friction between partnering recruiters. Messaging is now built directly into Talnet. Read the full changelog here: https://talnet.co/space/changelog/feature-launch-talnet-chat/
Nutonik Maximus: I have 7 goals on a bd call and that target manages the system. MPC Sendout, Job Order, Referred Job Order, Business Conversation that organically comes up, seek.permission to reconnect another time, and if all that is off the table, I ask them about them.
Hi Talnet! Quick update - we’re rolling out real-time chat across the platform. Talnet Chat will power direct messaging within the social network, and candidate submissions. On the social side, everything is essentially ready. We're currently fine-tuning notifications - because no one wants an email every time a message is sent, but batching everything at the end of the day risks missing something important. The current plan is: - End-of-day email notifications for chats on Talnet Social - R...
Small agencies: stop pretending to be big. Here are 3 time-proof ways small recruitment agencies can build real credibility with hiring managers. https://talnet.co/space/blog/3-ways-small-recruitment-agencies-can-build-credibility/
We’re excited to introduce Organization Voices on Talnet Social - a new way to represent your company in conversations. Organization posts: - Let you post and comment as an organization you manage - Keep personal and company voices clearly separated - Help build brand presence and credibility with recruiters and employers Choose the right voice for every conversation. https://talnet.co/space/changelog/feature-update-talnet-social-organization-voice/
Kforce revenues grew 3% sequentially in the fourth quarter of 2025, momentum continues into the Q1 2026 https://finance.yahoo.com/news/kforce-reports-fourth-quarter-2025-210200792.html
Most recruiters search where everyone else searches.
This, despite knowing that not all jobs are posted on job boards.
In fact, many companies rely exclusively on their ATS or careers page - meaning those roles never show up on LinkedIn, Indeed, or other aggregators. If you’re doing business development via ad calls, this gives you a serious edge as you get to find demand earlier and avoid overcrowded channels. Instead of searching job boards, search company websites directly using Boolean ...
ManpowerGroup reports improving stabilization in market trends. “2026 is currently trending towards an important inflection point for the business, with a clear path toward sustainable organic revenue and margin growth,” the company reported in its earnings presentation. https://www.staffingindustry.com/news/global-daily-news/manpowergroup-reports-improving-stabilization-in-market-trends
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
After 11 years in recruiting, patterns start to emerge. From agency to agency, I’ve noticed the same 6 types of recruiters show up again and again over the years. Here are the 6 types of recruiters you’ll meet in this industry 👇 https://talnet.co/space/blog/the-6-types-of-recruiters-youll-meet-in-our-industry/
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...
Always start with the retainer - though I actually call it an engagement fee, "Retainer" sounds scary.
If you hit a wall selling the engagement fee, you can still take the search on contingency - but strategically.
Stuck selling retainer? Try framing it like this:
I completely understand the hesitation around an engagement fee, especially since we haven’t worked together yet. That’s fair.
Here’s what I propose: we’ll take this search on contingency, but we’ll treat it exactly li...
Hi Talnet, as my first contribution, I would like to share a list of closing techniques that I've compiled about a decade ago. I believe these can serve agency recruiters pretty well.
1-2-3 close
Technique
Summarize in sets of three items. We will give you this, that and the other.
This may be features of the product, benefits or add-on sweetener items.
There are two ways to do this: they may either be closely related (to reinforce a single point) or ma...
We’re excited to introduce Timeless Posts (and topics) - your go-to way to share knowledge that lasts. Timeless posts: - Stay at the top of their topics for easy reference - Serve as a knowledge base for your community - Help everyone discover valuable insights without getting lost in the feed Have something valuable to share? Make it Timeless. https://talnet.co/space/changelog/feature-update-talnet-social-timeless-posts-and-topics/
New on Talnet Social: Anonymous Posting! Share controversial insights, ask tough questions, and join discussions without revealing your identity. https://talnet.co/space/changelog/feature-update-talnet-social-anonymous-posting/
New feature release: Talnet Social - the very feature this post is shared on! https://talnet.co/space/changelog/talnet-social-feature-release/