Clark Willcox

I help recruiters + consultants build and leverage their brand to attract more of their ideal clients (and candidates).

You didn't become successful by accident.

You got there by making more calls, closing tougher roles, and outlasting everyone who quit early. 

You built real skill, running great meetings, understanding the market, and delivering results that speak for themselves.

But today, being a high performer isn’t enough to get new business. Or even referrals.

The digital landscape is louder, more crowded, and full of “AI-first” recruiting agencies that look polished online but crumble once a real sales conversation starts. They don’t have your experience, your instincts, or your ability to run a consultative call.

You still win the meeting.

You’re just not getting enough of the right meetings.

That’s the real problem, not your ability, but your positioning.

Most top recruiters never learned marketing. Why would you? 

You were too busy billing. But in today’s market, authority is currency. And if your ideal clients don’t see you as different before the call, they assume you’re the same as every other recruiter DM’ing them.

That’s where I come in.

We’ve helped 100s of recruiters + consultants create consistent inbound demand, elevate their authority, and regain clarity and time.

You don’t need more tech.
You need a better strategy and likely someone to run it for you.

To get what you want which is...

Shorten sales cycles
Book more warmed-up calls
Increase client quality
Use their story, skill, and expertise as a competitive edge

In short, you stop chasing and you stop 

And we do the work for you, strategy, messaging, content, outreach, and systems.

No more pointless cold calling.
No more AI fluff.
No more tech stack collecting dust.
No more roles that were never going to close.

Your experience is your leverage.

I help the market finally see it.

How we can help:
Fractional Sales + Marketing: I run your entire inbound + outreach engine.
LinkedIn Sprint: A fast, proven campaign and content system.
Digital Recruiter Academy: Build a full-funnel recruiting business.
1:1 Coaching: Customized growth and positioning strategy.

“Every post I make, I get an inbound lead.” - Rachel Brown, Founder + PT Recruiter

A little more about me:

10+ years in recruiting and sales, door-to-door, agency, entrepreneurship. I’ve failed, rebuilt, and grown through every season. By the grace of God, I went from being orphaned to having a family of my own and a career I love.

Message me if you’re ready to market like a top performer, not a commodity.

Founder

Growth partner to solo recruiters and small recruiting agencies. 

Need to improve your LinkedIn presence + outbound/inbound approach?

Looking to train up your current crop of recruiters?

Looking to add candidates with potential and a training partner to help them achieve it?

Welcome to the Digital Recruiter

https://testimonial.to/recruiter-accelerator/all

“You guys are awesome and have taken a huge burden off of my shoulders.  Trying to build a business (unexpectedly) while navigating my husbands career demands, my family demands is majorly stressful. You totally delivered and I can focus on what I’m actually good at.”

Tara Rochelo, Founder, Four Corners Search

Let’s see how we can help:
https://calendly.com/thedigitalrecruiter/strategy

Who was cutting onions here? 

Watching this with my almost 1 and 3 year old boys, getting the oldest to do his first U-S-A chant when they won in OT… super fun.

Then team USA showed what brotherhood and being proud of where you’re from and not forgetting your missing brethren other families….

Waterwork city. 

Good one them for keeping Johnny Gaudreau’s legacy going and making sure his children know the positive impact he had. 

Having lost parents at a young age, pictures are a thousand words but the greatest gift is hearing stories from family and friends about who they were. 

God bless those kids 🙏🏼

Founder @ The Digital Recruiter || Fractional Sales + Marketing || We fix and create your business development engine so your prospects actually start responding to you

No alternative text description for this image

My man, Greg Fischer, CPP 👊 

This is all him btw. I gave him pointers and bumpers, but he is consistent with posting and engaging with his market. 

It's been incredible to witness and raises my own bar for staying consistent.

Your best performing post this month might have 6 likes.

Your worst might have 200.

Stop letting that confuse you.

Likes come from peers. Leads come from hiring managers.

And hiring managers are lurkers.

They read. 
They remember. 
They reach out when the timing is right.

The post that gets 8 likes and lands you a $40k search?

That's the goal.

Not the chase of a dopamine hit of a viral moment that attracts zero buyers.

Post for the right people, not the most people.

Founder @ The Digital Recruiter || Fractional Sales + Marketing || Your personal brand should bring you revenue, not likes.

LinkedIn > cold email if you're an established recruiter.

Here's why

Because you're competing with the kid who started his recruiting agency yesterday.

And is a killer at cold email. 

So whether he converts or not, he's in your prospects inbox (and the question is, are you? because deliverability is a whole other subject).

Meanwhile, the time investment and ROI on potential on LinkedIn is insane.

$200/month in tools

Organic content (ads are not necessary)

The right approach

More importantly - YOU are bringing a history of placements, wins and experience to the table. 

That's how you beat the cold email wizards. 

Ideally you have calls, emails, LinkedIn all dialed in.

But if you're picking one to optimize this year, leverage and have a predictable compounding effect.

You can't beat LinkedIn. 

System + Approach + Follow up + Consistency

"The market's been tough for all recruiters, right?"

No, not necessarily.

Is money falling out of the sky like 2021-2022? No. And if you thought that could last...

Come on now. Let's live on Earth together. 

What you're experiencing.

Companies being much pickier.

But they are still hiring.

This is a game of musical chairs. 

And you can level up, figure out the competition you're up against.

Don't rely on "what you've always done"

Learn how to evolve. 

AI is rampant? Get better at building rapport and relationships WITHOUT needing a referral. 

Always used to MPC but email slowed down? Figure out a new channel and approach.

Tried something and it didn't work? Try it for longer.

Or find someone that you resonate with more and try that approach.

Staying stagant and b*tching will get you exactly what you want.

Which is zero improvement.

Producers don't have time for a lengthy pity party. 

You get one night to sleep off a bad day. 


h/t Daniel Miller

LinkedIn has doubled their membership count this decade to over 1 billion. Guess how many people post per week?

3 million. 

They get 9 billion impressions weekly.

The opportunity is insane on here.

90% + people on here are lurking.

But it's a business platform.

Unlike other platforms where other topics blend in.

This is about solving business problems. 

What else could you ask for in a marketing opportunity? 

Target your specific ICP for $119/month with Sales Nav.

Post consistently.

No need for paid ads. All organic. 

The goldmine is sitting there for you.

If you're stuck on figuring it out, or other attempts have fizzled out.

We should chat. 

If you have doubts. Check out my recommendations.

"The best money I've ever spent in 29 years of recruiting." 

Now, that only happens when you show up, implement, work through the struggle/pain and keep going.

That's what Dan Regovich did. 

Used to referrals and the "old way of doing things" but that wasn't enough anymore.

The system and approach was good but not enough. Anyone can sign up for automation or make some posts.

We focused on the follow up. 

What are hiring managers reacting to right now in 2026.

There's way more competition than 20 years ago. 

Understanding the landscape and reacting accordingly is critical. 

That's what leads to conversions. 

And the text that Dan sent me today.

"Top of funnel is full."

Music to my ears

My friend + hiring expert Greg Fischer, CPP is kind enough to host a free webinar in the Digital Recruiter Academy....

March 11th at 12:30pm EST. 

It's free.

You just have to be in the group to get access.

Niche or don't niche? Really what you want to know is, what do people who don't know me need to see? Here's the shift you need to make....

Own your lane...don't defend it. 

The Digital Recruiter clients come in, own a lane, and go for it, get the results they want.

The people we don't work with. They waffle on a lane, are worried about having prospects tune out.

I've seen this paralyze recruiters that have relied on referrals for years. They turn to cold outreach and get frazzled. 

Worry about people that aren't relevant. 

Those prospects are almost always the ones not worth chasing. 

Stop trying to convince about prospects that will never buy.

Understand your strengths. 

Get clear on the type of business you want more of. 

And unapologetically go after it.

"We closed a $35k fee and have a $40k offer out thanks to your candidate messaging and sequence for LinkedIn." - nice voice memo to start the day with. the catch? 

"But the sales side is still TBD"

And that's fairly normal. When you're use to the cold email/call game, it can be an adjustment navigating LinkedIn and doing more rapport building.

Candidate outreach almost always clicks first. The service is free on their side, so fixing messaging to resonate more with their incentives changes their behavior quickly into what you were always looking for.

Client side? They need a bit more time to earn that trust. And that's where consistency comes into play.

Trying different wants to open up conversations. Finding ways to add value without just needing an open role.

Having "feel" is a critical part of becoming better at biz dev. When the immediate opportunity doesn't present itself, how do you approach it? 

Improving your systems and approach on the candidate side = more opportunity to get the time and reps on mastering biz dev.

What's you get all that in place, you become dynamic, and you always know how to "catch your own fish."

That's when $35k and $40k doesn't just happen on a good week, but it happens over and over again.

Month 2 to Month 3 of content for a client.

Most recruiters quit at month two.

The feed feels quiet. The replies are slow. The likes aren't coming.

So they stop.

And they never find out what month 3 or 4 looks like. Let alone month 9 which is when I finally started getting double digit likes (yet I got leads in month 1)

Here's what I've seen over and over...

the breakthrough almost never comes when you expect it.

It comes from the post you almost didn't write.

The follow-up you almost skipped.

The campaign you almost turned off.

Stay with it longer than feels comfortable.

That's where the pipeline is.

Texas is in the house today. Got some gold to share with y'all TSRSA in about 90 minutes. Even if...

...there's a missing L in Willcox 😂 I hold no grudges

Join us on February 26th for an insightful session with Clark Willcox:
“Building a Consistent Recruiting Ecosystem”

Clark brings over 12 years of sales and recruiting experience, starting his career at Aerotek, the largest privately held staffing company in the U.S. Today, he owns and operates Digital Recruiter and Digital Recruiter Talent Group, helping firms build scalable, repeatable recruiting systems that actually work.

If you’re looking to:
✅ Create consistency in your recruiting efforts
✅ Build systems that support sustainable growth
✅ Align sales, recruiting, and digital strategy. You won’t want to miss this session.

🔗 Connect with Clark Willcox

Register now: https://lnkd.in/gWAbCuZ4 

#TSRSA #RecruitingLeadership #StaffingIndustry #RecruitingEcosystem #TalentAcquisition #ProfessionalDevelopment
Jessica Wheeler Judy Collins Nancy Martinez Beth Hammond, CTS Gayle Tapps Mike Lejeune Tiffany Wallace Ui Culbertson Chris Myers Dana Laramore, CPC

"How do I come up with content?"

Here ya go....

Does your ideal client read it and think,

“Yep. That’s exactly what I’m dealing with."

That's it. The best part...

You already have this content.

It’s inside your all your discovery and client calls.

For example...you ask a hiring manager,

 “Have you worked with agencies before?”

They say yes. You ask, “What went wrong?”

They say, “They just sent resumes.” or “They didn’t understand our product.”

That’s a post.

Or when HR says, “We don’t use agencies.” Instead of pushing back, you think,

“That makes sense, until a role sits open 4 months and delays your roadmap.”

That’s a post.

Or when they push back on fees and you ask, “How much revenue is delayed because this role isn’t filled?”

That’s a post.

Content that sells is translating real conversations into teaching moments.

It's explaining what you see.

That’s what builds authority, inbound leads and increased replies in your outreach.

Keep It Human in the AI Era

AI is everywhere in recruiting right now.

But here’s the real question we got into on our latest episode:

How much of the human aspect are we pulling out when we lean too hard on automation?

Michael Malinowsky, Director of Recruiting at Lean Synergy Solutions, started his recruiting career in the U.S. Army. 

In the military, recruiting meant hunting.
-Finding people where they actually are
-Thinking outside the box
-Building real relationships
-Earning trust with candidates and families

That mindset carried over to the agency world.

We talked about the difference between the art and the science of recruiting. The science is KPIs and numbers. The art is reading people, building relationships, negotiating based on what someone actually values, and caring enough to personalize every touchpoint.

One line that stuck with me:
“Keep it human. Don’t forget there’s a living, breathing person behind every resume.”

In a world where filters auto-reject candidates in seconds and messaging can be written by a robot, the recruiters who win are the ones who personalize their outreach, take time to actually review resumes, focus on fit, not just keywords, and build relationships that help with retention and negotiation

We also got into his “humanity audit” idea, reviewing auto-rejections and asking whether filters are set for compliance instead of potential.

If you’re a recruiter trying to balance AI with authenticity, or a hiring manager wondering why great people slip through the cracks, this conversation is worth your time.

You can listen to the full episode here:
YouTube: https://lnkd.in/gFKD_w9M
Spotify: https://lnkd.in/gvm7n9jM
Apple: https://lnkd.in/gW9PvRE7

Open article: Digital Recruiter Podcast by tinyurl.com

Client just starting posting. Got a 70 likes, 20kimpressions. She couldn't believe it. Hiring managers engaging with her and her profile. The previous posts?


1 like
2 likes
1 like 

Not surprising, she focuses more on HVAC side of things. But this is why we scheduled out her first 3 weeks.

So she didn't have time to overthink and stay on the sidelines.

You can't get the wins if you don't play.

Enjoy the weekend 🥂

The moment your outreach starts generating conversations is the moment you stop doing this...

You HAVE to stop making it about you.

Every cold message that talks about your agency, your process, your passion for recruiting?

Ignored.

Every message that shows you understand their hiring pain, their timeline, their frustration with the last three agencies they tried?

That one gets a reply.

Hiring managers aren't waking up on a Monday looking for another agency recruiter that gives the same promises as the one that's currently not delivering for them.

They're looking for someone who actually gets it.

Be that person first. 

Sell second.

8 months. Target Market = AEC. 

Dozens of candidates for MPC.

Multiple MPC placements from inbound.

People in all industries are lurking on LinkedIn. 

Some will reach out right away, more will reach out later as you earn their trust and respect. 

Coolest part is the text I got earlier this year from this client paraphrased as...

"I'm ready to scale this up, not just have a lifestyle business"

That's what happens when you have confidence in your system and approach and have us to help you stay accountable.

The fun work is just beginning.

Guaranteee way to have BD fall off? 

I see it all the time.  

Stop doing BD. 

Wow. Game changing truth right? 

Question is, how can you stay coincident will working on roles.

1) content
2) connections

3/5 posts per week

Send 100-200 connection requests per week to your target market.

Can’t get results if you don’t have anything running. 

Then have to make sure it’s good. 

If you get stuck here, that’s when you need help.

And when we should talk.

Here are my favorite post metrics.


A static text post (no graphics, no hashtags, etc)

15 likes

3-5k impressions. 

Why?

If you're connecting with your ideal market every day, this is the sweet spot.

It means they are reading your content

It means the hook was solid. 

And you likely tapped into a real pain point they are feeling. 

That's how you resonate and become top of mind.

Now, if you scale those numbers with the same quality of content...great.

But it is not a must have to have a success organic content strategy that drives leads and revenue.

"The outreach worked so well I couldn't even use the content."

That's what I call a "good problem."

Ok but let's dig in as to why.

Offer is strong. Consultant for a specific niche. The need for her solution is scorching hot right now. 

Knows her industry in and out. 

Natural at building rapport. Not afraid to network.

Understands how to demonstrate value in setting up and running meetings, without always focused on closing a sale.

Everyone is getting pitched to daily right now.

Building a strong pipeline is about knowing where your valuable to your ideal market.

And demonstrating that consistently, while always adding new potential leads to your eco system.

Then you get maybe get to the place where it's too much.

That's how you create "good problems"

RecruiterPM

RecruiterPM is a Powerful Software with seperate platforms for Employers and Staffing/Recruiting/BPO & RPO Agencies. 

This applicant tracking system uses an embedded CRM with AI to enable users to have an intuitive experience across recruiting, reporting, and managing the hiring lifecycle. 

RecruiterPM is one of the most intuitive Applicant Tracking Systems since it is focused on project management at its core, so teams are able to collaborate more effectively than ever before. 

I am responsible for overseeing software products, technology partnerships and making sure users have a great experience.

Founder | Chief Product Officer

Jmeetups

Non-Profit Tech Founding Member of a Global Jewish Community of Singles.

The organization consists of JewishMeetups.com, The Global Directory of WhatsApp groups for Jewish Singles in Jewish Communities across the World and then JMeetups.com, a platform for those in communities across the world to meet new friends, find a date, events & connect with singles and matchmakers in your community.

Head of Product

Empowered Staffing

We have helped place entry level to senior level executives in positions within eCommerce, Retail, Digital Marketing, Consumer Goods Manufacturing & Tech companies. We also have a new healthcare recruiting division I oversee!

Empowered Staffing was formed through years of experience delivering innovative workforce management solutions to the nation's most prestigious organizations. 
﻿
﻿Our recruiters are a key factor in our success...they will consistently commit and deliver to the priorities and objectives of our Clients. We use a talent database proactively connecting our Client’s strategic and tactical needs with the best talent available. Our recruiting technique ensures the highest quality metrics and results in the industry for finding the talent most desirable. We use a consultative approach- we give a staffing consultation on how to align the proper resources in order to drive expediency, efficiency and results. Our experienced recruiting team holistically understands our Client’s staffing requirements and engages in a hands-on manner to ensure best-in-class performance and bottom line results. We have partnered up with local staffing firms to stay competitive by having access to the professional network of many other recruiters. This allows us to identify talent much quicker than a typical recruiting office. Our Clients and Candidates desires are fulfilled by understanding the goals of each party and creating the perfect match.

Co-Founder

Digital BrandWorks

Company was sold and rebranded.

Responsibilities Include: Helping this Digital Brand Management/ eCommerce management company grow by improving recruiting processes and establishing an HR process for new hires. Hiring and Recruiting entry level- senior level employees (Customer Service, Web Design, Marketing, Creative, Digital Marketing, Merchandising, Operations, Logistics, Sales, Vice Presidents, etc.).

Company went from start up phases in 2009 with two employees (I was #2) to becoming an INC 500 organization.

We found the best talent in Chicago and because of our team and culture...We were featured on WGN Chicago on the Around Town segment.

Digital BrandWorks, an INC.500 digital consultancy, increases revenue and margin, improves distributor and retail relationships, and provides best-in-class resource for our clients:

By doing this we:

-Increase revenue and margin
-Strengthen retail and distributor partnerships
-Support your team with best-in-class resources

Our Service Lines Include:

-eCommerce Channel Management Services
-Digital Channel Strategy
-Marketing Services
-Business Intelligence Services

Digital BrandWork's growing team are experts in delivering results for our partners. We are an enthusiastic and growing bunch of Chicago-based, digitally savvy and ecommerce oriented team members who passionately care about our work, our clients and results

Director of Recruiting | Employee #2

MRINetwork

I specialized in placing individuals NATIONWIDE within the Construction industry nation-wide including all the self performing trades and specialities: concrete, electrical, mechanical, plumbing, acoustical ceilings, roads & civil and more. I have placed: Project Engineers, Project Managers, Superintendents, Estimators, Business Development Specialists, Senior Project Managers, & VP's of Operations.

We worked with companies between $10,000,000 to Billion dollar organizations helping with finding and retaining the best talent in the construction industry. We partnered with General Contractors and Developers that specialized in Hospitality, Retail, Big-Box, Civil, Health Care, Institutional, Educational and Military construction projects ranging from $5M to $500M+. 

- Billed over $300,000 in recruiting in my first year.
- One of the three top producing recruiters in the office year over year
- Created and managed the new employee on-boarding process for Recruiters, Interns and Account Executives.

Executive Recruitment Manager/Corporate Trainer

Built training process from scratch. 

Created a 1 week fast track program that got new hires recruiting candidates within 1 week.

Created a system to research to maximize sourcing and recruiting efficiencies

Corporate Trainer and Recruiter

Top 20 Ranked Recruiter among 1100 offices.

Fastest hire in office history , 2 weeks after starting.

Recruiter and IT/Researcher

Managed ATS and CRM systems

Managed research and sourcing on Careerbuilder, Monster and PCRecruiter

Built Boolean strings for all industries and managed research for each recruiter and account executive in the office.

IT / Researcher 

Started in the recruiting industry at 15 years old as the Office Researcher/ATS Nerd. 

15+ years later, after recruiting for both agency and corporate recruiting sides, I embraced a new challenge in 2019 to revolutionize our industry's approach to applicant tracking. I co-founded RecruiterPM, a pioneering all-in-one ATS/CRM platform created to streamline the hiring process for employers, staffing/recruiting/RPO agencies & BPO organizations.

At the core of RecruiterPM - an advanced Applicant Tracking System (ATS), enriched with powerful CRM features like cutting-edge Artificial Intelligence, Project Management tools, and comprehensive Analytics. 

Our platform stands out with its dynamic dashboards, customizable metrics, efficient communication tools (mass sms & email), AI-driven sourcing, seamless job distribution, chrome extension and integrated compliance measures.

Beyond the basics, RecruiterPM fosters global knowledge exchange, offers robust research management, and includes a metrics driven employee reward system. Our extensive data warehouse is a testament to our commitment to data-driven decision-making. 

The platform's versatility is further enhanced by amazing integrations and powerful APIs, making it a versatile tool for any recruitment challenge.

Discover the future of recruiting with RecruiterPM. Let's connect and explore how we can transform hiring for your company!

Daniel Miller

Recruiters might be the strongest out-of-the-box thinkers in business.

Especially the ones who source.

Think about it.

You’re given:

- A vague job description
- A confused hiring manager
- A company nobody has heard of
- A role that’s been open for months

And somehow…

You figure out:

Where the talent works.
How to reach them.
How to get them curious.
How to turn a stranger into a conversation.
And eventually… into a hire.

That’s not just recruiting.

That’s problem solving at a very high level.

The best recruiters don’t just find resumes.

They reverse engineer people.

And that’s a skill most industries completely underestimate.

Agree?

Recruiting Nerd | Founder of RecruiterPM: The all-in-one ATS/CRM ecosystem that transforms hiring with separate platforms for Employers & Recruiting/Staffing/RPO/BPO Agencies.

Recruiting is one of the most misunderstood professions.

People think Recruiters succeed because of tools.

LinkedIn.
Job boards.
AI.
Automation.

But here’s the reality…

Everyone has those now.

The difference is something else.

The best Recruiters know how to:

- Get a reply when nobody else can
- Turn passive curiosity into a conversation
- Turn a conversation into trust
- Turn trust into a hire

Tools don’t make Recruiters great.

A Recruiter's strategy & conversation does.

Do you agree?

Recruiting is quietly splitting into three types of Recruiters...

The Agency Recruiter:

Focused on speed.
Owning relationships with talent and hiring managers.
Driving placements and revenue.

The Corporate Recruiter:

Focused on internal hiring.
Working inside systems, processes, and hiring plans.

But a third type is emerging.

The Recruiter operating on the technical edge...

The Leveraged Recruiter:

Using AI.
Automation.
Agentic workflows.

Not to replace recruiting…
But to remove the low-level work.

Research.
Sourcing.
Admin.
Scheduling.
Data entry.

So they can focus on what actually matters:

Conversations.
Influence.
Hiring decisions.

The interesting part?

These Recruiters can exist inside agencies.
Or inside corporate teams.

But they operate differently.

Because they understand something simple:

Recruiting isn’t becoming less human.
It’s becoming more leveraged.

What type of Recruiter are you?

taplio

The Battle

Clark Willcox

Daniel Miller

Followers

Posts

Engagements

Likes

Performance ScoreClark Willcox's LinkedIn Performance

Performance ScoreDaniel Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Clark Willcox

Daniel Miller

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Clark Willcox's LinkedIn Performance

Performance ScoreDaniel Miller's LinkedIn Performance

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Performance ScoreClark Willcox's LinkedIn Performance