Nate Morse

APEX Conversion

I'm Nate Morse, founder of the APEX Conversion System. I've been helping revolutionary business leaders use LinkedIn to enjoy greater success with clients for over seven years. I have principles and methodologies that have been tested and found to work, and I also do data research so you know what the opportunities are. With my help, you can move from guesswork to predictable success.

Founder

As a LinkedIn Strategy Consultant, I specialize in helping organizations maximize their visibility and presence on the platform. My strategies involve creating an engaging profile, setting up campaigns to reach target audiences, and promoting brand awareness through effective content creation. Additionally, I provide guidance on how to use analytics to measure success. My expertise also enables me to identify trends in the industry that could benefit from specific strategies or changes in approach. 



With my help, businesses can get the most out of their time on LinkedIn and use it to effectively reach their target market while also building brand awareness. I strive to provide effective solutions that will drive results by increasing website traffic, boosting leads, and generating more sales.

Linkedin Strategy Consultant

Leverage knowledge of A/B testing and optimization techniques, as well as web analytics, to ensure maximum effectiveness of our online marketing campaigns and proprietary growth methodology.

Conversion Specialist

Take advantage of our cutting-edge A/B testing and optimization skills, combined with web analytics expertise to guarantee the highest performance of all our online marketing strategies and exclusive growth processes.

Conversion Engineer

InteractRV

Head of Growth

RVingPlanet

While other RV websites may have lots of RVs for sale, RVingPlanet has literally EVERY RV available from every manufacturer!

As you research for the perfect RV and find it, then shop RVs for sale from trusted RVingPlanet approved dealerships.

The RV model and dealership reviews come from people just like you. No gimmicks no false advertising. Just the real deal.

Compare RVs, add to favorites, download FREE RV lifestyle checklists and guides, and much more!

Director

Redemption Threads

Sales and Marketing

incuba8LABS

Intern

Victory Laps

Midland Ford Lincoln

New & Used Sales, Leasing

AT&T

Sells all products and services offered by the Company. Meet all sales objectives. Handle all administrative aspects of the sale including: completing customer contracts and warranties, pulling products from inventory, accepting customer payments and filing the completed orders. Maintain strong knowledge of all Company products, accessories, pricing plans, promotions, and service features. Maintain knowledge of competitive offers and provide critical market feedback to the Store Manager regarding local competition and product/service needs. Handle service inquiries from customers. Provides efficient, courteous customer service and assistance in all aspects of product offerings and services.

Assistant Manager

A few results I've delivered to my clients:

1. Added $100K+ to their revenue
2. Initiated 100+ qualified convos/month
3. Added $40k revenue in the 30 days
4. Added $25k revenue in 90 days
5. Delivered 600+ qualified conversations over 6 months

I have also helped others craft and test new offers, market research, discover new markets, and create GTM (Go To Market) Strategies that drive bottom line results.

Everyone knows LinkedIn is the best way to grow your business right now.

But it has it its challenges...

My outreach services make this easier.

Click my featured link to learn more.

Most people don’t realize LinkedIn is quietly shifting from a content-first platform to a *conversation-first* one.

Here’s what that means for you:

You might be focused on boosting content reach… but LinkedIn is now prioritizing *comment ranking* and *private engagement signals* more than ever.

This means high-quality comments, DMs, and who shares your post carry more algorithm weight than the copy in your hook.

So the problem?  
You’re optimizing for visibility… in a system that’s now rewarding *dialogue*.

Your posts are solid. But if they’re not sparking conversations, they’re not moving the needle.

That’s why content alone doesn’t convert anymore.

It’s not about how many people *see* your post.

It’s about how many people *respond* to it.

Are you triggering the right DM convos?
Are your comments driving leads back to you?
Are you building content designed to *engage*, not just announce?

At APEX Conversion, we engineer systems that use content as a *conversation starter*, not a broadcast.

Because conversations close clients.

Not impressions. Not likes.

This is how we help growth-focused business owners turn content into conversion assets—and make LinkedIn work like a sales platform, not a social feed.

Want to see how we’re helping clients drive 5 to 10 qualified conversations a week—without begging for attention or tricking the algorithm?

Click the link in my featured section.

Close 23% More Sales with Scientific B2B Growth | Make every conversation profitable with conversion-tested messaging | Click my featured link for a Free Data-Backed Strategy Session ↓

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What would happen if you started hearing “Yes” from the right people on LinkedIn?

Not “Yes, I’ll think about it.”

Not “Yes, let’s connect.”

I’m talking about “Yes, send me the details. I’ve been waiting for something like this.”

Most people never hear that.

Not because their offer sucks.

Not because they’re not smart or capable.

But because they’re playing the wrong game.

They post vague content and hope the algorithm saves them.

They send templated messages and wonder why there's silence.

They confuse visibility with demand.

Here’s the real issue:

You’re not getting “Yes” because your positioning is unclear.

Your messaging doesn’t hit.

And your outreach is built on assumptions, not strategy.

That’s the gap I fix.

We build systems that make “Yes” repeatable. Predictable. Scalable.

We engineer your profile to attract decision-makers.

We craft messaging that makes people stop scrolling and start replying.

We deploy strategic outreach that respects your audience and still converts.

It’s not about hacks. It’s not about trends.

It’s about understanding what your market *actually* needs to hear—and saying it in a way that makes you the only option.

That’s how my clients go from ignored to in-demand.

One “Yes” at a time.

If you’re tired of guessing why people won’t buy, I can help you get real answers—and better ones.

What would happen if you just said “Yes.” more often?

Yes to putting your expertise in front of more people.  
Yes to following up even if you might get ignored.  
Yes to building relationships instead of chasing likes.  
Yes to refining your messaging until it actually connects.  

The biggest shift most businesses need isn’t another strategy.  
It’s commitment.

Too many sit in the loop of “thinking about it.”  
They study frameworks, fiddle with messaging, wait for perfect timing.  
They want results, but only with zero risk, zero discomfort, and zero rejection.  

And that’s why they stay stuck.  

Because progress doesn’t wait for permission.  
It rewards the ones willing to show up, test, adjust, and keep going.  

Every big win I’ve had came from a small, imperfect action I said yes to.  

Said yes to launching when it wasn’t perfect.  
Yes to outreach that felt uncomfortable.  
Yes to building systems instead of chasing quick wins.  

Growth doesn’t happen in theory.  
It happens in motion.  

So if you’ve been waiting for clarity...  
Waiting for a sign...  
Waiting for the “right” time...  

This is it.  

Say yes.  
Step forward.  
Build momentum.  

P.S. Want to see how we build messaging, outreach, and systems that actually convert? Click the link in my featured section.

BLACK FRIDAY - Founding Member Invite

"The guy I hired sends 6,000 LinkedIn messages a month. Their messages make me cringe..."

That's what a client told me this week.

Here's what I told him...

"You're burning through your entire market with spam. 

Imagine if you did it strategically, you'd book MORE calls with BETTER prospects without destroying your reputation."

That conversation is why we built War Table Arena.

For years, I've run LinkedIn campaigns as a done-for-you service for $10k+. 

But most people can't afford that.

So I am making the same system more accessible:

War Table Arena = 3 things:
1. LinkedIn execution that doesn't feel like spam (Content Mavericks + LinkedIn Legion)
2. Competitive positioning that makes you stand out
3. Community to test your messaging BEFORE you send it

BLACK FRIDAY FOUNDER PRICING (Founder Launch):
→ $67/month (locked forever) - regular $99
→ $597/year (locked forever) - regular $1,200

After Cyber Monday, the discount disappears.
(Full breakdown in article)

First 50 founding members shape what this becomes.

If you're tired of "spray and pray" LinkedIn... this is different.

- Nate

How to Win on LinkedIn in 2026 (+ The Strategic Advantage That Changes Everything) Black Friday Founding Member Launch You know my LinkedIn work. The 

Open article: Black Friday Invite - How To Win On LinkedIn In 2026 by Nate Morse • 5 min read

Black Friday Invite - How To Win On LinkedIn In 2026

Benjamin Mena

Select Source Solutions

We work with companies that are changing the world and protecting the world and bring them the Data Science, Cyber Security, and Recruitment talent that they need to enable that change. Recognizing that the single biggest driver towards results is people, we help our clients empower themselves with the right talent, in the right place, at the right time. 

➨ For Our Clients, we help find the best Cyber and Data Science talent allowing you to do what you do best, support your business growth and your own career.

➨ For Our Candidates, we put your unique Cyber and Data Science Talent in front of the decision-makers of the most cutting-edge companies in the world, and position you to blow your competition away, allowing you to take back control of your career trajectory.

Our area of specialization:
✓ Executive Retained Search (C-Level, VP, Director)
✓ Cyber and Data Science Direct Hire Search
✓ Recruiters 
✓ Contract Recruiters 

http://www.selectsourcesolutions.com/
Benjamin@selectsourcesolutions.com

Managing Partner

Pin.com - AI Recruiting

I’m partnering with the Pin.com team to bring real-world recruiting insights, help guide product development, and support adoption across industries beyond tech.

As host of The Elite Recruiter Podcast and organizer of recruiter summits, I’ve seen a lot of tools come and go. Very few truly move the needle—Pin is one of them. Its advanced search, smart messaging workflows, and clean ATS integration are built the way recruiters actually work, not how software vendors think we work.

My focus is on helping Pin shape the future of recruiting—making sourcing faster, smarter, and more human.

💡 Want to check it out? Use my code: BenjaminPin for a discount when you demo.

Strategic Advisor

The Elite Recruiter Podcast

The Elite Recruiter Podcast is the number one podcast for recruiting professionals.

This is where the top recruiters share: How they got there. What kind of work did it take. Tips, Tools, and Tricks. The Mindset needed to get them to where they are. What they are doing with their success. Goals and visions for the future. So please join me on this journey as I interview some of the best in our industry

https://www.eliterecruiterpodcast.com/

The Elite Recruiter Podcast Host

Decentralized Careers Podcast

Decentralized Careers is the number one podcast for learning how to land top talent for your Web3, Blockchain, Crypto company.

Learn from other leaders on how they were able to hire the right talent to build the products and help change the world.

https://pod.co/decentralized-careers

Decentralized Careers Podcast Host

DynCorp International

DynCorp International is a leading global services provider offering unique, tailored solutions for an ever-changing world. Built on more than six decades of experience as a trusted partner to commercial, government and military customers, DI provides sophisticated aviation, logistics, training, intelligence and operational solutions wherever we are needed. DynCorp International is headquartered in McLean, Va. For more information, visit www.dyn-intl.com.

The intelligence professionals of DynCorp International (DI) work daily, protecting the United States and its allies, enabling decision-making through agile, integrated intelligence solutions:
•Educating, Training and Certifying tomorrow’s intelligence professionals
•Enhancing Collection and Analysis to deliver decision-enabling intelligence
•Assisting the Intelligence Mission Globally through service in all locations and conditions

DI proudly serves in all locations, environments and conditions to support optimal decision-making and effective national security action by delivering balanced and ever-improving cross-discipline capabilities as a part of a single integrated team.

Sr Contract Intel and IT Recruiter

Vencore Inc.

Inspired by combining the word core with Latin words denoting respect, the name Vencore emphasizes that our high quality, high value services and solutions are at the core of our customers’ missions. 

Vencore has over 40 years of proven experience providing information solutions, engineering and analysis to the U.S. Intelligence Community, Department of Defense and Federal/Civilian Agencies. We support our customers’ missions by helping them solve their complex challenges while maintaining the highest level of integrity and accountability. 

Our people design, develop and deliver critical solutions as our customers’ trusted partner. Our innovations in cyber security, data analysis and technology, combined with our focus on research, ensure Vencore remains ahead of the ever changing demands in the market.

Vencore and its Applied Communication Sciences subsidiary employ 4,800 dedicated employees located throughout the Nation with a presence in 17 states and in select foreign countries. For more information on Vencore, please see our company overview data sheet.

Sr. Technical Contract Recruiter

United States Postal Service

Manage, develop and execute recruitment strategies in partnership with hiring managers to identify and cultivate a pipeline of top executive level candidates to fill positions across all business units within the US Postal Service.
Identify, recruit, and assess top senior, executive, and officer level talent for active and open positions across all business units within the Postal Service.
Responsible for developing long and short term recruitment strategies in order to attract and create an active applicant pool
Develop industry appropriate requirements for executive vacancies based on meeting with the hiring manager and external research to ensure candidates are best matched with the needs of the position.
Research, implement, and maintain leading edge, creative and cost effective sourcing tools and resources that improve applicant relationship development.
Develops candidate recommendations for hiring manager review and consideration.
Interview candidates during the final interviewing process to evaluate and provide recommendations to the hiring manager.
Network with potential candidates to build a rapport, turn passive into active candidates, maintain a viable talent pool and to engage them in the opportunity of working at the Postal Service.
Coordinate with and oversee the work of external recruitment agencies to recruit for officer level positions, ensuring agency personnel are informed of job content and requirements. 
Review proposals, develop statements of work, create task orders, verify invoices and monitor contract-related expenses.
Stay current with the Postal environment, industry changes and market trends related to the executive level talent pools.
Partner with leadership and talent management groups on the strategy and preparation for succession planning and current management needs.

Executive Sourcing Recruiter

BAE Systems

BAE Systems is the premier global defense and aerospace company, delivering a full range of products and services for air, land, and naval forces, as well as advanced electronics, information technology solutions, and customer support services. With 105,000 employees worldwide, BAE Systems had 2008 sales of $34.4 billion.

Information Solutions is among the 10 largest IT providers to the U.S. government, serving most of the federal defense and civilian marketplace. It provides network-centric command, control, computing, and intelligence (C3I) solutions; wideband networking radio systems; information systems for the U.S. intelligence community; geospatial information services; and information technology services. Leveraging its knowledge of signals and data derived from signals, Information Solutions has attained a market-leading position in advanced information technology research, intelligence analysis and production, and geospatial exploitation software.

People are the greatest asset in any Company ... 

BAE Systems is committed to a high performance culture and provides an environment that challenges our employees to be remarkable and obtain their full potential.

Sourcing Recruiter - Talent Acquisition

L-3 National Security Solutions

* Responsible for full life-cycle hiring supporting the Executive Office of the President (EOP) along with various IT and Cyber Security programs based around DC Metro and various parts of the globe.
* Experience working with Cleared Professionals supporting various agencies and Department of Defense contracts and programs. 
* Responsible for full life-cycle hiring supporting the Joint Special Operations Command (JSOC) Dagger II contract, recruiting Imagery and Geospatial Analysts for a large program based out of Ft. Bragg, NC
* Also Responsible for surge efforts in support of Intelligence personnel on OCONUS programs supporting USF-I, ISS-A, to include: Intelligence Analyst, SIGINT Specialist, Collection Managers, MEDEX/DOMEX Specialist, Counterintelligence Support Specialist, Strategic Debriefer,, Screeners, and Database Managers, SharePoint SME, and Information Management Specialist
* Assisted with recruiting efforts, on the ISS-A contract win resulting in 95% fill-ratio within 3 months.
* Assisted in proposal efforts for ISS-A, AFSOC, ITA/CND, and various other  programs and task orders.  
* Proactively networked with other companies and contacts for new program leads.

Sr. Recruiting Consultant

Lockheed Martin

*Maintain the full-cycle recruitment process and pipeline of an average of 300+ requisitions 
*Maintained the pipeline for Entry Level Professionals/Interns/ and Co-ops for the Missiles and Fire Control Business Unit of Lockheed Martin
*Interface with all levels of management, Human Resource Business Partners, and Business Unit Managers for the hiring process for 7 Lockheed Martin sites within Missiles and Fire Control
*Sourced candidates, set up, and facilitated large scale recruiting events for the Lockheed Martin’s Leadership Development Programs
*Created strategies with each manager to source and hire top talent from our corporate and key schools.
*Worked as a Kaizen Team Lead in an office restructuring project to cut down wasted time and increase team inclusiveness. 
*Lead the Talent Acquisition Facility Rebranding Team in facility operations
*Helped set best practices in the communication standards that are set within local team

Corporate Talent Acquisition Recruiter

Need to hire? We can help! - Headhunter - Managing Partner

🎯 Having a tough time hiring for your Government Contracting Executive Team or GovCon AI teams?  There are way more openings than there are people to fill.  The top level talent your team needs are not even looking at your jobs ads. 🎯
** CLICK BELOW TO SEE MORE **

We understand how competitive the market is for top talent and how your career as a leader is impacted by the ability to attract and retain top talent.  

My name is Benjamin Mena, and for 15 years, I've built Data Science and Cyber Security teams for global Top Secret National Security programs.

Finding and attracting top-level people for our commercial sector is mission-critical. I know how right hire at the right time is vital for your team's growth and success.

SERVICES FOR CLIENTS AND CANIDATES 
💥 Executive Retained Search (C-Level, VP, Director)
💥 Direct Hire Search
💥 Employer/Candidate Value Proposition Development

Myself and my team are ready to help you 

🎯 To book a no-obligation, 15-minute Client Strategy or Candidate Career Call: https://calendly.com/benjaminmena
🎯 Email: Benjamin@selectsourcesolutions.com 
🎯 Phone: 703-297-8574

The Elite Recruiter Podcast is the number one podcast for recruiting professionals.

This is where the top recruiters share: How they got there. What kind of work did it take. Tips, Tools, and Tricks. The Mindset needed to get them to where they are. What they are doing with their success. Goals and visions for the future. So please join me on this journey as I interview some of the best in our industry

https://pod.co/the-elite-recruiter-podcast

Ever wondered how a recruiter becomes the first call for top venture capitalists, and carves a niche no one else can touch?

That’s the story of Norman Volsky🎙️, The Pinnacle Society Member.

He didn’t just want to fill a role. He wanted to dominate his market—and did it by playing a different game.

Norman’s path wasn’t linear. He started as an intern, failed gloriously at his first “dream” job (spoiler: watching a lot of basketball tape does not make you happy), learned from every mentor and moment of rejection, and found himself at the crossroad every ambitious recruiter faces: stick to what everyone else is doing, or think bigger.
He chose bigger.

✅ He became the recruiter attached to billion-dollar IPOs, riding alongside the fastest-growing startups in healthcare tech. 

✅ He turned a handful of key placements into a snowball of reputation and referrals—eventually leading to investors asking him to sit at the table, not just as a recruiter, but as a deal-maker. 

✅ He turned his unique market knowledge into investment opportunities, assembling groups of powerful insiders to help rocket companies forward (and benefit together).

But here's the twist: Norman’s secret isn’t just hustle. It’s radical transparency, relentless curiosity, and ALWAYS asking: 

“How can I help you?”  Even when it doesn’t seem directly tied to his bottom line.

That’s how he became the market. 

That’s why the best VCs call him first.

If you want to hear how someone built a true niche monopoly—and went from recruiter to influential investor—this is your episode.

Links below to the Pinnacle Take Podcast: Why Top VCs Call This Recruiter First: The Power of Niche Mastery with Norman Volsky

What’s one move you made in your niche that changed everything?

Make sure to also check out the episodes that dropped last week with with the following Pinnacle Society Members:

Rich Rosen
Pree Sarkar
Rob Bowerman
Justis Pederson

Most recruiters would have quit.
Imagine going six straight months without making a single placement.

New industry. New desk. New pressure.

Every day, picking up the phone… and nothing landing.

That was Emily Audibert at the start of her recruiting career.

But instead of walking away, she doubled down.

Listened to every training tape she could get her hands on.

Made twice the dials.

Took every bit of feedback—even the uncomfortable stuff.

And she kept showing up.

Then something unexpected happened:
She stopped trying to sound like every “hard-charging, script-driven” recruiter in the bullpen…
 and started leaning into her way of doing the job.

A softer approach.
More curiosity.
More intuition.
Less pressure.
More trust.

And everything changed.

She went from struggling to survive…
to becoming a million-dollar biller, landing multiple RPO contracts, and building a thriving agency rooted in authenticity—not aggression.

Here are a few of my favorite takeaways from the conversation:
🔹 Your energy matters more than your script:   Once Emily stopped forcing a style that wasn’t hers, deals started moving.

🔹 RPOs are a game-changer:    She breaks down exactly how she sold them, structured them, and turned them into predictable revenue.

🔹 Mindset is the real differentiator.
 Visualization, consistency, and refusing to quit—even when it felt hopeless—became her superpower.

If you’ve ever felt stuck… or wondered if there’s a “right” way to be successful in this business… Emily’s story is the reminder that you can build a wildly successful career by being fully yourself.

This is one of the most inspiring episodes we’ve done.

Thank you Atlas - the Recruitment Platform and Recruiters Websites for sponsoring this episode! 

Make sure to also sign up for the Recruiter Sales and BD Summit kicking off in Jan 2026!

Ohh and make sure to join The Elite Recruiter Community!

Remote for $120K vs. Office for $240K.  

That’s the latest debate blowing up on TikTok and honestly, there’s no wrong answer.

Some people thrive on office energy. 

Others value freedom more than a paycheck.

So… which side are you on?

I want to publically thanks Jay Veniard!
5 years ago he was the first guest on The Elite Recruiter Podcast.

It was a dumb/random idea to start the podcast.  

But it’s been an amazing journey that I don’t regret. 

As many of you guys know.  

Starting anything is hard.  

But he said yes.

And The Elite Recruiter Podcast was started. 

Now we are almost at 500,000 downloads between Apple and Spotify and over 10,000 people have registered for the summits, and a rocking Elite Community. 

But it’s the first few guest like Jay that got the ball rolling for the impact it’s now become.  

I got a lot of Nos early on.

But the people that said Yes.   

That made all the difference.

But I also wanted to say thank you to these guest that also helped kick off this now 5 year journey.  

Adam Meekhof 
Henna Pryor, CSP 
Michael G. Cox 
Trent Cotton 
Joel Lalgee 
Aaron Opalewski 
Kelli Schutrop 
Gavin Johnston 
Emilie ORNON

Just imagine if college football coaches had to deal with non-competes like the rest of us.
Coach leaves one university for another?

Sorry, you’ll need to sit out for a year.

Can’t work for a rival school.

And please don’t you dare call your old players or staff.

Sounds absurd, right?

Yet that’s exactly what happens every day in the corporate world.

Talented people blocked from opportunities by restrictive contracts.

Even as the game keeps moving, they’re benched.

Maybe it’s time we treated all professionals with the same fairness and mobility we give our coaches on Saturday.

If someone has a good reason to leave...  

Let them leave.

Most recruiters don’t lose deals because of sourcing.

They lose them because of what happens after the first interview.

A lot of recruiters don’t want to hear that.

But Steve Finkel said something on this week’s episode that stopped me in my tracks:

“Your worth to the client isn’t at the beginning.

It’s at the end.”
And he’s right.

We obsess over AI tools, outreach hacks, Boolean strings…
But we don’t obsess over the skill that actually gets us paid:

Closing.
Follow-up.
Debriefing.
Moving a candidate from a first interview to a second.

That’s where recruiters win.
That’s where recruiters lose.
And that’s where most of us leave the most money on the table.

Steve broke down EXACTLY why offers fall apart, how to fix it, and how elite recruiters use closing to add 30–50% more billing without working more hours.

This episode punched me in the gut in the best way possible.
If you’ve ever lost a deal you should have landed… or wondered how some recruiters have “insane” consistency year after year…

You need this one.

Listen to Part 1: The Art of Closing with Steve Finkel

Thank you Atlas - the Recruitment Platform and Recruiters Websites for helping make this episode possible!

The best recruiters in this industry rarely shout about themselves.
But they’re the ones who changed how you think about this job.

They took your late-night calls.
They gave you honest feedback when it stung.
They made you believe you could actually be great at this.

And most of them will never get recognized for it.

That didn’t sit right with me.

So we opened voting for the first-ever Elite Recruiter Awards.

No popularity contest.
No billing numbers.
No “vote for me” campaigns.

Every category is 100% write-in.

It’s about:
- The recruiter who influenced how you think
- The mentor you’d want in your corner
- The coach who helped you level up
- The leader who builds people, not just numbers
- The team, tool, or episode that actually made a difference

If someone in recruiting has genuinely made you better, this is your chance to acknowledge them.

Comment “VOTED” below ⬇️

I’ll DM you the link and would love to hear who you chose.

Because recognition hits harder when it’s intentional, not performative.

🔥 Recruiter Wrapped 2025 is HERE.

This year, recruiters showed up.
 You sourced, you closed, you negotiated, you fought off counteroffers…
 and you changed lives.

So I put together something special:

The first-ever “Recruiter Wrapped”  a Spotify Wrapped–style year-in-review built just for agency & staffing recruiters.

Inside the template:
 ✨ Your Top 5 Searches
 ✨ Your Recruiting Personality
 ✨ Your Chaos Moments of 2025
 ✨ Metrics, milestones & the lives you changed
 ✨ Your 2026 Recruiting Forecast

If you want to celebrate your wins this year — and show your network the impact you made, download the Canva template and make it your own.

This is your year.
Your growth.
Your impact.
Your story.

👉 Comment "Wrapped" and I will DM you the Canva Template that you can customize.

Tag me when you share yours, I want to celebrate with you.

Recruiters!  Who are you thankful for this Thanksgiving?

Tag who and why! 

I have some of mine down below.

This recruiter flew across the country for a meeting most people would’ve taken on Zoom.

And that decision explains everything about why he’s elite.

When I sat down with Craig Picken, one story kept coming up:

He doesn’t hide behind screens.
He gets on planes.

Not for show.
Not for “content.”
But because he understands something most recruiters forget:

Big searches are built on trust.
Trust is built in person.

Craig runs a one-man executive search firm.
No team.
No layers.
No fluff.

This year alone, he’s closed 22 executive searches.

How?

• He refuses to go through HR
• He maps every org like a dartboard
• He says no to the wrong searches
• He flies out to see clients when it matters
• He does the work most people talk about but avoid

One line from the episode stuck with me:

“It’s a simple business. It’s not easy.”

Most recruiters are busy adding complexity.
Craig is busy adding relationships.

If you’re trying to build a desk (or firm) that lasts…
If you want clients who trust you with critical hires…
If you’re tired of chasing transactions instead of building leverage…

This episode is worth your time.

🎧 Full episode of The Elite Recruiter Podcast is live.
👉 Links below.

Curious — what’s the one thing you know you should be doing…
but haven’t committed to yet?

Thank you Atlas - the Recruitment Platform for brining this episode of The Elite Recruiter Podcast together!

Traveling this weekend and need a podcast to listen to.   5 episodes dropped in the last 24 hours! 

Jared Watts - The Pro Athlete Mindset That Creates World-Class Recruiters on The Elite Recruiter Podcast

Rich Rosen - Record-Breaking Recruiting: How Rich Rosen Had His Best Month Ever (Mindset, Tech & Tactics for Crushing It in Any Market) - Pinnacle Take Podcast 

Rob Bowerman - Why Niching Down Makes Recruiters Elite: Lessons from Luxury & the Pinnacle Society - Pinnacle Take Podcast 

Pree Sarkar - From Survival to Seven Figures: The Step-by-Step Playbook to Building a Million Dollar Recruiting Desk - Pinnacle Take Podcast 

Justis Pederson - Breaking the Recruiting Plateau: How Justis Pederson Went from Burnout to $1.5M with Digital Transformation and Sobriety - Pinnacle Take Podcast 

Check them out! All the links are below.

Who you surround yourself with has a bigger impact than you realize. 

I signed up for a 10K without really training. 

I run.  But have not trained and most of my runs are with a stroller.  

So my expectations were low.  

Goal was to finish and see where I might be at.  

But as I got to the start line.  

I realized I was about 50 runners deep from a 40 minute pacer.  

I tried to get closer but it was to crowded. 

I thought.  If I could just hang on for a little bit it just might be a good run.  

After the gun went off.  It took me a good half mile to catch up with the pacer.   

I could feel the lactic acid already filling up my legs.  

But I had to catch him.  At least for a while.

But when I caught him.  I didn’t just catch him.  I caught the pack.   A pack of about 40 runners.  

Sitting in the pack the miles started to fly by. 

I was able to hang to the group for about 4.5 miles.

Ended up finishing with a 40:26.

If I didn’t catch up with the pacer.  I still would have had a respectable time.  

But because I surrounded myself with the pack of other runners.  

I did even better.   

But this is the same thing with recruiters.  

We are all running the race for ourselves.  

But if you get the chance to run with others. 

You can go faster and further than if you were alone.  

I really don’t talk about it as much as I should.  But it’s been awesome to see everyone running together in The Elite Recruiter Community that recently launched.  

Having access to every summit replay is cool.   

But finding running buddies.  Is even better.  

Excited where it’s going to go over the next year.  

And I can’t wait to look back in Dec of 2026 and realize how fast the pack of recruiters running. 

Was able to accomplish.   

If you want to join us.  Hit me up.

𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗹𝗲𝘃𝗲𝗹 𝘂𝗽 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗴𝗮𝗺𝗲 𝗶𝗻 𝟮𝟬𝟮𝟱?

Recruiting never slows down. If you want to build a bigger book and stronger relationships, you need fresh tactics and the right network.

That’s why I’m thrilled to announce that Sarah Englade  will be sharing her expertise at our Sales & BD Summit this January. This summit will show you:

How to fill your pipeline with high‑quality leads and bill more
Proven outreach and negotiation strategies that convert
Ways to use AI tools and automation to save time without losing the human touch
The mindset shifts needed to create repeat business and referrals
 
The summit is packed with actionable playbooks from 30+ industry leaders who will help you hit the ground running in Q1. Live sessions are FREE, with options to upgrade for replays and deeper learning.

Building strong professional networks and relationships is one of the most effective ways to find new opportunities and accelerate your career. 

Don’t miss the chance to learn from the best and connect with other driven recruiters.

Join us and set yourself up for success in 2025!
Link in the comments!

You know what would be Awesome!
TEDXRecruiting 

To bad they won’t let me do it.  

It has to be wrapped around a “city”.

It was worth exploring.   

Back to focusing on the Recruiter Summits!

Confession: I didn’t run the LinkedIn gender experiment.
Rosie Taylor did.

She flipped her gender setting from “female” to “male” for a week.
Nothing else changed – same profile, same bio, same posting cadence.

Her “people reached” went up 220%. Profile views up 174%. Impressions up 195%.

Her top posts as “Rosie” were doing 11–13K views.
As “Rosie the man”? 21K and 52K views.

Same person. Same thoughts. New gender. Wildly different reach.

Fortune’s Emma Hinchliffe has already covered this, along with other women who saw their content take off the moment the platform read them as men.
LinkedIn’s line is that gender is not a ranking signal and the feed is driven by things like network, activity and role.

But here’s where my recruiter brain kicks in:

In recruiting, this hits differently.

There are a ton of women actually doing the work in this industry, yet when you scroll “recruiter” content on here, it’s still mostly men who get seen, shared, and treated as the voices of the profession.

If the system is learning from years of men posting more, engaging more with each other, and being overrepresented in “power user” buckets…
…then any ranking model trained on that history is going to treat male-coded behaviour as the default “signal” and everyone else as the edge case.

So when we say “the best content rises”, are we really measuring quality?
Or are we measuring who the machine has already decided looks like a “leader” because of past behaviour?

I don’t think the answer is “women need to be more confident on LinkedIn”.
I think the answer starts with questions like:
- Whose posts do you comment on without thinking?
- Whose content do you reshare?
- Who do you tag for opportunities and intros?

Because that’s the data the algorithm is drinking every day.

What do your last 30 comments say about whose voices you’re helping the algorithm learn to love?

Things that suck but are true!

You can be the best in the world about something.  

But if no one knows who you are.  

The person with the higher “reach” so often in today’s world gets ahead faster.

Thanks Brent Orsuga for recommending this book!

Most of us learned sales by osmosis.
Sit next to someone.
Copy their script.
Pray it works.
Repeat.

That’s how an entire industry learned “sales.”
No structure.
No real training.
Just survival.

And that’s exactly why so many recruiters are stuck.

Because when you peel back the layers, it’s not sourcing that holds most recruiters back…
It’s not pricing…
It’s not the market…

It’s the lack of a real sales process.

This week on The Elite Recruiter Podcast, I sat down with someone who understands sales at a level few people do:
Conor Kline — Head of Revenue at PIN, former founding member at Interseller, and a guy who has spent YEARS selling into the toughest buyers on the planet: recruiters.

If you can sell to us…
you can sell to anyone.

We unpacked the stuff nobody teaches recruiters:
• Why 90% of outbound fails before the first email is even sent
 • The targeting structure elite sellers use (and recruiters ignore)
 • The 12–15 touch sequence Conor recommends
 • The discovery question that reveals a client’s REAL pain
 • How MEDIC changes everything about your BD workflow
 • Why closing becomes effortless when you stop winging it

My favorite moment?
Conor said:
 “You don’t get to even sniff a closed deal unless you do great discovery.”
That line alone can transform someone’s billings this year.

If you’ve ever felt like BD was chaotic…

If you’re tired of winging sales calls…

Or if you want to build a business that doesn’t rely on luck…

This episode is the blueprint.
👉 Full conversation in the comments:

Curious — what’s ONE thing you wish someone had taught you about sales earlier in your recruiting career?

Clark Willcox got highlighted by his peers in The Elite Recruiter Awards!

I will be sharing the finalists when voting is over.

But during the week I will be sharing some shoutouts from your peers! 

If you also want to vote: https://lnkd.in/eakUxkkD

There’s a moment in this interview where Steve Finkel said something that hit me like a freight train:

“Recruiters don’t lose deals because they can’t find candidates.
 They lose them because they can’t CLOSE them.”

And he’s right.

AI can source.
Internal teams can source.
Junior recruiters can source.

But closing?

Real closing?

The kind that rewires fear, dissolves hesitation, and guides someone through one of the biggest career decisions of their life?

That’s rare.

That’s a craft.

And that’s the skill the best recruiters in the world have mastered.
In this new episode and in his new book Closing for Recruiters, Steve breaks down:
- The “College Professor Close”
- The Fear-of-Change Close
- Why major closes require combinations
- How to structure a closing call like a pro
- How to blend logic and emotion the right way
- Why top billers review every call like elite athletes
- And how these strategies increase billing 30–50%

This isn’t theory.

This is the real playbook used by the recruiters who consistently dominate their markets year after year.

If you’ve ever lost a deal you should have won…

or wondered why some recruiters just seem unstoppable…

This episode is the missing piece.

🎧 Part 2 is live. If Part 1 changed how you think, this one will change how you CLOSE.

 (Link in comments)

Thank you Atlas - the Recruitment Platform and Recruiters Websites for helping this episode possible!

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