Sam Miller

We help Recruiters Build their brand and get more Clients and Candidates Approaching Them. 👉 New Training: The Inbound Academy - Message me for more details 🚀 £3.5 Million Generated for Clients 🚀

Recruiters Business Owners 
If you have 5000+ connections on LinkedIn
You could be winning IMMEDIATE business




A lot of recruiters don't think twice about their connections on LinkedIn

But the truth is your connections arn't just a number

They’re filled with dormant business relationships waiting to be rekindled.

Think about it...

Those hundreds of coffee meetings you've had over the years? They're still connected to you.

The clients you worked with 2-3 years ago? They're still following your updates.

Those fantastic candidates who weren't quite ready to move? They're still watching your content.

The problem is, that most recruiters aren't leveraging this effectively.

They're posting sporadically, with no real strategy or purpose.

I'm here to change that

If you're ready to start utilising your network on LinkedIn 

Then come and try out our free trial...

We’ll write you two world-class pieces of content designed to get maximum engagement in your niche 

Here are some results recruiters have had on our free trial: 

- Won $30K worth of business (Money in the bank 2 months later) 
- Hundreds of thousands of impressions 
- More warm conversations with decision-makers and candidates 

Just from TWO posts. 

Oh and let me say this again….It's FREE! 

Interested? 

Check out the featured section below or visit our visit!

Director

▶︎HERE'S WHAT WE DO: I help Companies Struggling to Stand Out In A Competitive Market By helping them To Be Seen by More Customers And Speak to More Decision Makers



I interviewed a recruiter who's billing $958K 
He NEVER chases clients for feedback
Because he pre-books all meetings upfront







Before James commits to any client 

He gets them on a call and tells them: 

“To keep things moving quickly, this is normally how I work with clients.”
Then he suggests three simple steps...


1. CV Review Call “Once I send profiles, we’ll jump on a quick call to review them together.”
   
2.  Interview Slots “Let’s hold a couple of interview slots in the diary so we can move quickly.”
   
3. Decision Call: “After interviews, we’ll have a quick call to decide who you want to hire.”


Why is this so powerful? 

In simple terms, what he’s doing is:

Setting the entire hiring timeline in the calendar upfront.

So instead of the normal messy process:

Recruiter sends CVs → waits for feedback → chases → client delays interviews → process drags for weeks

He's got a clean, simple system already booked in. 

If clients refuse? 

He doesn't work with them. 

Brilliant. Simple. Saves him so much time and makes him more money. 

<Check out the podcast in the comments below>

We Interview the top 1% of recruiters and share their PROVEN strategies to Win More Placements. 100+ episodes with top billers: from $500k to $2.5 Million producers.

This guy was part of the Pinnacle Society for 14 years 
He was surrounded by 80 recruiters billing $800k-$1M
Here's the ONE thing they all had in common...




They didn't work harder 
Stay later 
Or grind extra hours to hit big numbers 

They HAD to change their strategy. 

Because they understood one thing

There is a point of diminishing returns with hard work 

To hit $1,000,000 plus requires a fundamental shift in strategy, NOT work ethic. 

Here were the CORE things these billers focused on in order to hit huge numbers...

- Higher fees / better fee negotiation
- Higher-level roles (Director/VP level = bigger average fees)
- Specialisation/niching → faster placements
- Better intake calls to qualify reality (exclusive/retained, access, probability of fill)
- Guarding time like a hawk

Great reminder for recruiters 

If you want to bill more 
Don't work yourself into an early grave 
Change your thinking and your strategy

Full podcast in the comments below....

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Recruiters, don't worry about AI taking your Job.
Spoke to CEO this week who said "I refuse to deal with companies that hide behind automated support" 





"If I can’t reach a real person, I won’t buy." 

And it highlights a fundamental point about how humans like to do business....

Convenience is nice. 
But confidence comes from a real conversation.
 
And so the tools we use will always evolve, change, and improve. 

But the need for someone to pick up the phone and speak to a real human won’t.

I interviewed a recruiter billing $1.2 Million 
Here's his 3 touch process for winning new business 
(And he still uses it to this day) 





𝗧𝗼𝘂𝗰𝗵 𝟭: 
Cold Call with MPC Pitch
→ Lead with immediate value: a real candidate who solves a real problem. 
Example: “Hi, I’m Mike. I specialise in engineering recruitment. I’ve got a certified quality engineer, 7 years’ experience, right in your area. Thought of you, would you be open to seeing their CV?”
No fluff. No fake urgency. Just a good candidate and a focused offer.
If no answer? Leave a short voicemail, not a sales pitch, just a flag.

𝗧𝗼𝘂𝗰𝗵 𝟮:
Follow-Up Email (Immediately After Call)
Send a short, personalised follow-up that echoes your voicemail. Include:
• A one-line intro (reference the voicemail)
• One paragraph on the candidate
• A simple CTA: “Worth a look?”
This gives your call some weight, it’s no longer “just another recruiter email.”

𝗧𝗼𝘂𝗰𝗵 𝟯:
LinkedIn Connection (1–2 Days Later)
Send a blank connection request. No pitch. Just your name and credibility.
After they accept: “Thanks for connecting, I reached out as I’ve got a strong quality engineer in your area. Let me know if it’s of interest.”


Why This Works:

Multichannel = familiarity. 
The voicemail shows you're human. 
The follow-ups feel relevant, not random.

Recruiters always remember...
If you're healthy, happy, have family, friends, and a job you enjoy....F*ck me, you're winning


Don't let any swanky social media post tell you otherwise.

This Recruiter Billed $300k in his first year
Here's the exact 3-step BD sequence he used
(Anyone can follow this to win more clients)

There are 2 types of recruiters 
1. The ones that want to make an impact 
2. The ones who want to make lots of money 




Neither is wrong.

But one of them keeps you in the game longer.

Money motivates you in recruitment. 
Purpose keeps you in it for prolonged periods of time. 

The recruiters still going 10,15 or even 20 years later?
They found a reason that goes beyond the commission.

I spoke to a recruiter billing $2.4 Million 
Here are 7 signs that you're ready to leave agency life
And start you're own recruitment business...




1. High self-discipline
Works even when nobody is watching.

2. Love business development
Enjoy building relationships from zero.

3. Comfortable with uncertainty
Empty pipeline doesn’t scare them.

4. Independent thinker
Doesn’t rely on managers or structure.

5. Protective of time
Cuts off weak opportunities fast.

6. Emotionally resilient
Handles rejection without support structures.

7. Already proven they can build a desk
Has opened clients themselves before.


But Mike also said, "Don't be fooled."
A lot of people think.: “I billed $800k for my agency… I could just do that myself.”
That's not always the case...


Because agencies provide:
• candidate databases
• marketing
• brand recognition
• infrastructure
• internal recruiters
• sourcing help
• systems
• splits

So when you go solo:
You lose all of that.

Want to find out if you're built for agency or lone wolf?
Check out the full podcast in the comments below...

Life hack: 
If you want unlimited purpose, drive, meaning and love
Have kids. It worked for me :)

This Recruiter boosted revenue from $1M to $2M 
She did it in just 2 years with 4 people in the company! 
How? by focusing on three simple things: 



1. Training recruiters properly
2. Stopped saying yes to every client
3. Used AI and Automation to cut admin by 50–60%

Nothing too fancy 
Just doing the basics 
At a world-class level

If you want the full breakdown of the conversation 
Check out the podcast 
Link in the comments below.

I interviewed a recruiter billing £1,000,000 
Here are his 3 cold call openers 
That get decision-makers talking every time 




Every successful cold call he makes starts with one of three phrases:

"I know..." "I heard..." "I saw..."

Here's why it works:

He's not just randomly dialling

He's entering every conversation armed with intelligence

And it's because he spends more time gathering useful data from candidates before he makes a call

When he says: "I know you're implementing Salesforce..." "I heard you're expanding into APAC..." "I saw you've just raised Series B..."

It's real-time data, and decision-makers actually listen.

Here's an example: 
"I know you're building a digital payments platform, so I wanted to introduce you to Sarah. She just led the rollout at Revolut and increased transaction speeds by 40%..."

Notice what he did there? 
✓ Shows he understands their business 
✓ Presents a relevant solution 
✓ Backs it with specific results

His advice: 
"If you have the right candidate strategy and you know how to uncover problems, projects and real-time data

You're not interrupting their day 

You're adding value to it."

We've worked with this recruitment CEO for 6 months 
He's spent around $15K with us 
He's won $200k of business. 





Let's break down his account...

Places high-level salespeople in tech companies (US) 

1,960,809 impressions over 6 months
11,000+ Reactions
4000 Profile views
12,253 engagements

We posted around 70 pieces of content over 6 months
75% of the clients and candidates liking, commenting, and engaging were NOT in his network
So he was building a pipeline of net new contacts in the indsutry

He spent $15K with us 
Won $200K worth of business 
That's a 1233% ROI 

You know what the most insane thing about this result is? 
Before working with us, he came through our free trial....
We worked with him for 2 weeks and wrote him 2 free posts
He saw the results and became a full-time client 

Insane value before he even started working with us 
And so happy to say he's received insane value 6 months on

If you're a recruitment business owner 
And you're ready to start building a strong pipeline of new business 
Check out our free trial link in the comments below.

This Recruiter won £60K worth of business 
With one simple MPC campaign. 
(Client Testimonial) 



Every recruiter knows what an MPC is (Spec'ing candidates for the Brits) 

But....

1. Very few recruiters do it consistently 
2. Some try it, but don't get good results
3. Others don't have time to set up the campaigns 

This is one of our new offerings (As well shit hot content) 

Why? 

We've spoken to dozens of million-dollar billers (on our podcast) 
We know what works 
We understand how to set up campaigns that get insane results

If you want to start doing more MPC campaigns 
And winning more business from a tried and tested outbound method

Send me a DM 
Happy to explain more about how we do it

ebs Recruiters is a woman-owned firm in St. Louis dedicated to connecting exceptional talent with organizations across various industries. We prioritize matching the right candidates with the right opportunities to ensure mutual satisfaction and long-term success. By deeply understanding your company’s mission, culture, and strategic goals, we customize our recruitment approach to seamlessly integrate candidates into your organization. With strong relationships built over two decades across Fortune 500 corporations, we offer expertise and continuity in meeting your hiring needs. At ebs, we recruit the perfect fit, every time.

🌟 80% of our candidates come from referrals, highlighting the trust and satisfaction our services bring.
🌟 We achieve a remarkable 99% success rate with exclusive searches, ensuring top-notch results for our clients.
🌟 90% of our clients have been partnering with us for over 15 years, showcasing the long-term relationships we build.
Our team takes pride in providing the best support for your team. Over 80% of our clients are repeat customers.

April Beatty

This candidate kept apologizing for a 4-month gap
Her father died, she had to take time to be with her family
Sadly, hiring managers kept seeing her as a risk


She wasn’t a problem at all.
But she was human.

She'd taken time to grieve, handle her father’s affairs, and support her family through one of life's most difficult transitions. 

Sadly, when she was ready to return to work, she kept coming in second for roles. 
Because her employment gap kept raising doubts.

Last week, we  finally got her a job offer.

The difference? I was able to explain her story upfront. 

I positioned her circumstances before the interview, 
So she didn't have to spend time defending herself 
Or feeling like she was constantly apologizing for being human.

She could focus on her skills, her experience and what she brought to the role. Not what she’d been through.

AI and automated systems are great at many things. 
But they often fail to explain the human side of career transitions.

It can’t say:

This person lost a parent.
This person left a toxic environment.
This person chose family when life demanded it.

That’s where human recruiters still matter.
To advocate for candidates to be seen more clearly.

People go through divorces, deal with sick family members, face unexpected layoffs, or simply need to reassess their direction.

Life doesn’t follow a clean timeline.
Careers don’t either.
And when hiring decisions ignore that reality,
They quietly filter out some of the most resilient tale

Recruiter specializing in accounting, finance, HR, and admin roles. Offering temporary, contract-to-hire, permanent, and executive search. Finding top talent and building relationships. (Professional talker & Listener)

A senior accountant said "I'm retiring in 6 months"
Instead of waiting until the last minute to hire:
“Lets backfill now so the next person is ready." 


Retirement has been driving a lot of our searches lately.

But this client didn’t call me in a panic when they were about to lose an employee that way.

They already had a plan.

Their senior accountant had already shared her timeline. Six months out. Plenty of notice.

Instead of waiting however, they said:
“Let’s backfill now. We want her to train the person stepping in.”

And this is why that decision was brilliant. 

The new hire wasn’t walking into a cold seat with outdated notes and half-finished files.

She was sitting beside the person who built the systems.
Learning the why behind the processes.
Absorbing the nuance that never makes it into a procedure manual.

The retiring accountant wasn’t rushed out the door either.

She got to hand over her life’s work intentionally.
Answer questions. Tie up loose ends.
Leave knowing her legacy wouldn’t unravel the moment she left.

And here’s what was interesting from a recruiting perspective:

Because they had time, they didn’t hire in fear.
They didn’t obsess over checking every technical box.

They focused on cultural fit, long-term potential, and how this person would carry the team forward.

Six months later, the transition was seamless.
And the company never missed a beat in their operations.

This is what proper succession planning looks like.

Companies that plan ahead like this manage to stay the strongest during talent transitions.

If you've got someone thinking about retirement in the next year, 
Now might be the perfect time to start the conversation.

Because great hires happen when there's time to do things right.

A Controller with years of experience got rejected.
It wasn't skills, culture fit, or compensation. It was this:
The resume was a list of copy-paste responsibilities



I got the rejection feedback from one of my clients. They had qualified candidates to choose from, and this particular controller simply didn't make the cut.

It wasn’t a technical gap, a culture fit issue or a compensation dispute…

Their resume was just a copy-paste job of responsibilities instead of accomplishments.

It should have worked out.
This candidate had years of experience and showed clear progression. 

But every bullet point sounded like it had been copied straight from the role itself.

"Managed accounts payable."
“Oversaw month-end close.”
“Handled financial reporting.”

All true.
Yet, all invisible.

What’s happening more often now, especially with AI tools,  is that résumés are becoming polished versions of responsibilities. 

But hiring managers aren’t looking for proof that you held the job.
They want to see that you moved something forward.

There’s a difference between:

“Managed AP processes.”

And:

“Reduced payment cycles from 45 to 30 days, improving vendor relationships and freeing up $50K in working capital.”

One tells me you showed up. The other tells me you made an impact.

When I speak with candidates, I don’t ask what their job was.

I want to know what changed because they were there.

Accounting professionals, especially, tend to downplay their wins.
They see it as doing their job, not doing something exceptional.

But when every résumé looks the same, that differentiation becomes survival.

The candidate who got rejected isn’t underqualified. 
They undersold themselves.

A résumé is a case study in value….

And if it doesn’t show the impact you’ve made,
Someone else’s will.

A client asked me to evaluate a candidate I didn't recruit.
 There was no fee. No commission. But she trusted me
 So I knew it was the right thing to do...


 I got an email from her on Saturday morning:
“Can you test her Excel and PowerPoint skills?” she wrote.
 “I want the evaluation standardized across all three candidates.”
It would’ve been easy to say no.
After all, the candidate didn’t come through us. There was no placement fee attached.
But that request wasn’t really about the candidate.
It was about our history.
This client has worked with me across three different companies.
 She’s hired 30-40 people through our firm over the years.
 When she moved roles, the relationship moved with her.
So, when she needed an objective assessment (not just for my candidate, but for all of them), she didn’t look for a tool. She wanted judgement she trusted.
Becoming so integral to someone’s hiring success that they trust your judgment on candidates you've never even met.
She could have handled it internally or asked which system we use and replicated it herself.
Instead, she wanted consistency and fairness.
 Someone she knew who wouldn’t bias the outcome.
Because when a relationship reaches that level, you protect it. 
The search is still ongoing.
 Maybe my candidate gets it. Maybe not…
But that email on a Saturday morning meant more than a placement.
It meant that after years of showing up, delivering, and being steady…
 I’m the person she calls when it matters.
It’s the kind of position you earn slowly…
 
 But once you have it, you don’t compete for business anymore.

April Beatty (Orf)

I placed an accountant who sent me a thank-you note.
He said this job would change his family's life.
I still carry that note in my wallet years later.




It’s from an accountant I placed a while back.
Just one handwritten line:

“The difference you make makes all the difference.”

On its own, it’s simple.
But the story behind it is why it’s still with me.

When I met him, he was stuck.
No real growth where he was.
And financially, his family was feeling the pressure.

When this opportunity came up, it wasn't just a job change for him… 
It was a promotion with a significant raise and real opportunities for advancement.

He was so grateful when he got the offer.

But it was what he wrote to me afterward that really stayed with me. 

He said this job would change his family's life. 
That the promotion meant they could finally get ahead,
That his kids would have opportunities they didn't have before.

That's when he sent me that note.

I keep it because this job isn’t always easy.
You have tough conversations.
You deal with setbacks, frustrations, and moments that drain you more than they should.

And then there are moments like that.

A reminder that what looks like “just a placement” on the outside
Can be a turning point in someone’s life.

That behind every résumé is a family, a future, and a weight people don’t always talk about.

That small piece of paper doesn’t motivate me.
It grounds me.

Because on the days when this work feels transactional or heavy,
it reminds me that the real outcome isn’t the offer letter.

It’s the life that opens up on the other side of it.

Almost 5 years ago, Ben was coaching college volleyball.
Today, he’s one of the strongest recruiters on my team.
A lot can happen in just 5 years!




He came to us through a referral when Sara left to start her real estate business.

The connection wasn’t random though.
.
He’d watched my daughter Elizabeth play volleyball in our community.
We’d crossed paths before business ever entered the picture.

That’s often how the meaningful hires begin… 
Not through a résumé, but through proximity, trust, and shared history.

The jump from college athletics to recruiting isn’t obvious.
The language, pressures and the scoreboards are different.

In sports, wins and losses are visible. In recruiting, the wins are quieter, but the losses can linger.

But Ben approached it the way good coaches' approach everything.

He paid attention. Listened. Followed up when others wouldn’t.

He kept showing up, especially when deals fell apart or searches dragged on.

Over the years, I’ve watched him grow into someone clients rely on.
Because he hears what people actually need.

At the same time, his life outside of work was growing just as quickly.

When he started, he and his wife had their 1st daughter, she was 1. 
Now they have three kids under five.

And somehow, he manages to build real relationships here while still being present at home.

That balance is deliberate.

And I am proud of how he maintained it.

Running a business means you measure success in revenue and placements.
But some of the most meaningful markers are quieter.

I probably don't tell him enough how well he's doing. 
This business can be tough.

Watching someone change careers, build confidence in a completely new industry, grow a young family, and do it with integrity… 

That’s the kind of progress you don’t put on a scoreboard.

Five years ago, Ben was shaping athletes.
Now he’s shaping careers.

And it’s a transition worth noticing. Ben Duckworth

Accounting/Finance & HR Recruiting Manager @ EBS Recruiters

It's Official! 🍀
 
Today, we're excited to officially launch our new Administrative Division, led by Abby Kambak. 
 
This is a new, intentional, and focused way for us to support the people who keep everything moving. More details coming this afternoon. 🤝

We are looking for an Accounts Payable Specialist for one of our clients. 

Key Responsibilities include:
- Processing vouchers using three-way match (PO, receipt, invoice) and coding with appropriate general ledger accounts and cost centers.
- Verifying, reconciling, and posting invoices accurately within the ERP system.
- Processing small package and LTL freight invoices, analyzing freight bills for overcharges, and reconciling/file freight claims (e.g., FedEx, UPS).
- Downloading and reviewing weekly carrier billing reports from vendor portals.
- Preparing and processing Accounts Payable checks and ACH batches.
- Posting ACH, auto-debit, and other electronic payments; processing payments within vendor portals.
- Reconciling vendor statements and investigating discrepancies related to purchase orders, contracts, invoices, or payments.
- Maintaining accurate AP records and documentation.
- Running weekly bank reports and assisting with payment reconciliation.
- Ensuring compliance with internal controls, approval workflows, and company procedures.
- Communicating professionally with vendors to resolve issues in a timely manner.
- Supporting additional duties as assigned as workflow evolves.

Qualifications for this position include:
- A minimum of five years of experience in an ERP environment.
- Strong three-way match experience.
- Experience processing freight invoices and freight claims (small package and LTL).
- Moderate to advanced Excel skills, including pivot tables and lookups.
- Proficiency in Microsoft Word.
- Strong analytical and general accounting knowledge.
- Excellent data entry and math skills.
- Strong organizational skills and attention to detail.
- Excellent written and verbal communication skills with strong grammar.
- Ability to manage vendor relationships professionally.
- A team-oriented approach with the ability to work collaboratively in a fast-paced environment. 

#accountspayable #ebsrecruiters

Rachel (Seaman) Sattler  is hiring. ebs Recruiters

Full-Desk Recruiter | Accounting, Finance & HR Connecting Top Talent with Leading Companies – From Entry-Level to Executive

I’m currently partnering with a growing organization in St. Louis, MO that is looking to add an Accounting Manager to their team. This is a full-time, onsite role focused on both accounting leadership and client relationship management.

This position will oversee key accounting functions including general ledger, reconciliations, financial statement preparation, budgeting support, and audit coordination, while also serving as a primary point of contact for clients. The role will supervise and mentor accounting staff and ensure compliance with accounting standards and internal policies.

The ideal candidate will bring 4+ years of accounting experience, a Bachelor’s degree in Accounting, and strong analytical and leadership skills. 

If you enjoy building client relationships, leading a team, and working in a collaborative environment, this could be a great opportunity!

Sharing for reach in my network Rickie Boado #HR #CHRO 
I have always enjoyed working with you over the years.

Vice President, Human Resources at Navvis (healthcare)

Good afternoon! 

After more than six years with Navvis Healthcare, my tenure has concluded. I could not be more proud of the work we have done since 2019.  I am actively seeking senior HR leadership opportunities  based in Virginia or remote. 

I offer extensive experience scaling HR functions for high-growth organizations, including talent acquisition, workforce planning, organizational design, M&A HR integration, and leadership development for hybrid and distributed teams. I welcome all conversations and introductions, please contact me via LinkedIn message or at Rickie.Boado@gmail.com. #OpenToWork

About me & what I’m looking for:
💼 I’m looking for Vice President Human Resources, Chief Human Resources Officer, Vice President Talent Acquisition, Senior Executive Human Resources, Sr. Director, Talent Acquisition, and Sr. Director Human Resources roles.
🌎 I’m open to roles in the Virginia Beach, Williamsburg, Richmond area.

Looking for Vice President Human Resources, Chief Human Resources Officer, Vice President Talent Acquisition, Senior Executive Human Resources and Human Resources Director roles

Colan Pearce is hiring Bellerive Country Club

We are hiring at Bellerive Country Club!

We're currently seeking qualified candidates for key roles, including Director of Food & Beverage, Events & Banquets Captain, and Pastry Cook.  If you're a hospitality professional who takes pride in service excellence, leadership, and delivering exceptional Member experiences, we'd love to connect.

Interested candidates are encouraged to apply by visiting https://lnkd.in/gFfsnDgJ to explore all open positions and submit your application.

taplio

The Battle

Sam Miller

April Beatty

Followers

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taplio

The Battle

Sam Miller

April Beatty

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);}Sam Miller's LinkedIn Performance

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