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...
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...
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...
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.
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 ...
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...
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...
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...
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...
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.
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 ...
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...