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

AI, Talent, & Automation | Technical Recruiter | Founder | Building Hiring Engines that Run on Autopilot | WOSB

High-performing teams rarely happen by accident. They come from strong talent systems.

I operate at the intersection of recruiting, talent strategy, AI, and automation. The focus is building hiring systems that help companies attract, evaluate, and hire great people faster. That includes integrating AI and automation into Talent Acquisition and designing operating models that allow hiring teams to move with better signal and less noise. I believe in a human-led, AI-accelerated approach to hiring.

Over the years I’ve helped startups hire their first engineers and worked with larger organizations modernizing how talent flows through the business. The goal is always the same: shorter hiring cycles, better decisions, and teams that scale. Employer brand and candidate experience are increasingly part of the sourcing strategy. The best candidates choose companies. Talent leaders now have to think about narrative, reputation, and systems that attract the right people.

At Fractal, my role is strengthening how TA operates across the company, leading AI adoption in hiring, and connecting talent strategy to workforce productivity.

I also built CLARA, an AI platform that helps small businesses identify and pursue government contracting opportunities.

https://claracontractai.com/

Mom of three. LEO wife. Technical Recruiter OG. Builder at heart.

Jessica Oliver, PHR

Today, I watched a hiring process fall apart- and it didn’t have to.

I submitted a candidate at $250k. Exact match for the position doing the exact same role at a competitor in the same vertical. After 3 interviews, the company came back at $190k. On top of that, they asked him to do a “trial workday.”

Here’s where it went downhill:
They reached out to him directly.
The second that happened, any chance of salvaging the offer was gone. He texted me immediately, and he was pissed. 

Why this matters for hiring leaders:
	1.	You lose trust. A candidate who feels low-balled and asked to “prove themselves” after multiple interviews questions whether you value their time and expertise.
	2.	You lose leverage. When you bypass the recruiter, you also bypass the one person who can navigate the conversation, mitigate concerns, and keep the deal alive.
	3.	You lose talent. In today’s market, top candidates simply walk away—and they usually don’t come back.

The recruiter isn’t just there to forward resumes.
We’re the bridge between “We want this person” and “They accepted our offer.”

When that bridge gets cut, so does your ability to win top talent.

If you want to hire successfully at the $200k+ level (and honestly, at any level), lean into the partnership. It doesn’t just make the process smoother- it makes the difference between a hire and a miss.

Huge waste of time for everyone involved.

Jessica Oliver

VP, Talent and Workforce Strategy | Fractal

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I'm about to build a recruiting and talent tech stack from scratch.

Starting Monday, I'm stepping into a VP of Talent role at a fintech startup. Which means I get to evaluate and implement everything. ATS. Sourcing tools. Interview scheduling. Assessment platforms. The whole infrastructure.

I’ve used Clay, Pin, Juicebox, Recruiterflow, Noon AI. Honestly, I'm convinced Clay, Zapier, and Slack could do almost everything if I had the time to figure it all out. 

But building an in-house function is different. The stakes are different. The integrations matter more. The decisions stick longer.

So I'm asking the people who actually know.

What recruiting technology are you excited about right now? Not something I have to build- but plug and play.

Not just ATS platforms (though I'm meeting with Crelate next week). I want to hear about the tools that actually changed how you work. The ones that saved you hours. The ones you would write a recommendation for.

Sourcing tools. Scheduling automation. AI screening. CRM. Candidate engagement. Or all of it in one (wouldn't that be amazing)

Drop it in the comments. Tell me what it is and why it matters to you.

If you're an SDR at Ashby, Metaview or Greenhouse Software - or know one worth knowing-  message me.

I'll share the breakdowns of each with you guys next week!

I asked LinkedIn for recruiting tool recommendations about a week ago, and my comments blew up. 

10 companies reached out within 48 hours. I did demos with all of them. Made my decision in a week.

Here's what happened:

The contenders:
Crelate, BrightHire, Daialog, Criteria Corp, SCALIS, SupportFinity™, @Ezra AI Labs, CandidateHub, Metaview, First.cx

What I was looking for:
End-to-end ATS capabilities, AI and automation that actually works, and data-driven insights that improve hiring over time. 

The winner: Teamtailor

They were the only platform that felt truly end-to-end. Drag and drop career page. Employee referral dashboard. Video intros for applicants. Applicant signals that flag people who have worked for competitors of other ideal companies. Interview kits that show the resume, prior notes, and questions to ask on-screen during the video call. Personalized rejection emails based on feedback. Automated scheduling and a nurturing campaign builder.

The only thing missing? Sourcing. I'm pairing it with Clay for inbound pipeline and Pin.com - AI Recruiting for outbound. I switched from Juicebox to Pin because Pin does my connects and DM follow-ups, and their customer service is top-notch. 

Runner up: SCALIS

All I wrote in my notes was "super impressed- end to end." Their product advisors are actual OG recruiters and recops people, and you can tell. They have an agentic co-pilot that will execute close to 400 diff tasks (you can literally ask for any data/info).

Quick hits on the others:
- Crelate doesn't get enough credit. Full ATS with sourcing and AI insights that keep your database clean. Candidate info is updated in real time.
- Ezra AI Labs blew me away for AI interviewing, but def enterprise territory.
- Brighthire (I will add as we grow) keeps interviewers present, standardizes role-based interviews, records conversations, reduces bias, and coaches teams on what to ask and how to go deeper.
- Supportfinity is wild. Free job board posts, 2.1B people in their database, upload a JD, and it starts sourcing for you. 24/7 support.
- Candidatehub has cool LinkedIn analytics but no sourcing.
- Levels.fyi has fully customizable interactive offer letters- adding this later.
- Metaview. Sources automatically from an intake call. (this was one of my top must-haves, but they aren't an ATS)

My eval process:

First demo to final decision took a week. I told every company I'd have an answer by Tuesday, and I stopped taking meetings once I had my shortlist.

This is how we hire at Fractal, too.
Know what you want. Trust your judgment. Move.

We're doubling from 30 to 60-75 people by end of year. I don't need to see 100 options to pick the right one. Neither does anyone on my team. That’s the culture we’re building. Autonomy, trust, and decisiveness. If that’s how you like to work, you’ll fit right in.

If you're evaluating your recruiting stack right now, hope this helps. Happy to answer questions in the comments!

A year ago I was running a recruiting agency.

Today I'm joining Fractal as their VP, Talent and Workforce Strategy.

The path between those two sentences was anything but linear.

I started 2025 thinking I knew exactly what my business was. Technical recruiting. BD. Sourcing. Placements. Embedded hiring. The same exact thing I've done for years.

Then AI started moving really really fast. I had 3 choices: watch from the sidelines, drown in the noise, or figure it out.

So I went all in. I learned to code and built an app. I hired the best coaches. My company went from old school recruiting to building an automated talent pipeline within companies, saving teams thousands and thousands of dollars. On a subscription model. Something very few have done in the recruiting industry.

Along the way, I recruited for teams that were blowing my mind. 5-10 people teams doing $10M ARR, or more. Vertical AI platforms that were literally changing industries. Parking garage systems, farmer payment systems, real estate systems. These teams moved incredibly fast, shipped less than perfect, took customer feedback to heart, but more importantly, they understood the importance of a great team. I knew that's where I wanted to be.

And now I get to do exactly that- leading AI talent strategy at a company that's betting big on this "moment".

This year pushed me past what I thought I was capable of. Not in a motivational poster way. In a "I genuinely didn't know if I could pull this off" way.

My agency isn't going anywhere. It's in capable hands and will keep running as usual. That part of the story continues- just with me in a different seat.

New chapter. Same obsession.

Let's go.

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My journey over the last 18 months has been pretty unique.

When I left Disney (HTC) to go off on my own, I had never done a single business development call in my life. I’ve always been a 180 recruiter. Sourcing, submittals, prequals, interview prep. That’s what I did.

I was a $1M biller, so I’m not afraid of putting in the work, but building a business from scratch was (and still is) ridiculously hard.

I knew one thing though. I would move faster if I learned from people who were already doing it well. So I started following (and hiring) people who coach, bill millions of dollars, and build systems around this stuff.

I went from about 6k followers to almost 19k in 12 months. My entire brand and business has been built on LinkedIn. It’s the only social media platform I use, and every client I have today has come through referrals or inbound.

If you’re thinking about going off on your own, or just want to be a better recruiter, these are a few people and programs that helped me figure things out faster.

Clark Willcox  
James Blackwell  
George Foley  
Parker Chaney 
Sarah Englade 
Kelli Hrivnak 
Ashley Woods
Brian Fink
Mike Anderson

Some of the best podcasters in the space:
Benjamin Mena  (who deserves WAY more recognition than he gets)
Sam Miller & Ben Miller  
Clark Willcox  

Going solo doesn’t mean doing it alone.

If someone was thinking about going off on their own tomorrow, who would you tell them to follow first?

A candidate had 3 offers on the table.

The hiring manager told me he saw this person stepping into a leadership role on the team. That kind of statement — from the HM directly — would have sealed the deal.

But instead of picking up the phone and telling him that, he sent a text.

It didn't land.

The candidate accepted another offer.

This happens more than people realize. Companies spend weeks interviewing, aligning internally, getting excited about a candidate — and then fumble the close because they underestimate what it takes to win someone over.

A text says "we're interested."
A phone call says "we want you."

When you're competing against 2 or 3 other offers, the difference between winning and losing often comes down to how the candidate 𝘧𝘦𝘦𝘭𝘴 about your team.

Did the hiring manager take 5 minutes to call and say "I see you here long-term"?
Did leadership show up in the final conversation?
Did anyone make the candidate feel like they were the priority not just an option?

Speed matters. But so does effort.

If you want to close top talent, don't text the finish line.

Pick up the phone.

My prediction: the next wave of TA leaders isn't coming from in-house.

It's coming from agency owners. Solopreneurs. The people who figured out AI, outbound, and automation because they needed to 10x themselves, and knew the only way to get there was automating the most manual parts of the job.

We didn't have playbooks handed to us. We wrote them. We didn't have teams. We were the team. We didn't have margin for error. Every bad hire was our reputation on the line.

That's the training ground for building a TA function from scratch.

And right now? AI-native recruiters are watching these AI companies explode-  and they're realizing the best way to ride the wave isn't from the outside.

It's from the inside. With equity. With a seat at the table. Building the thing, not just servicing it.

The ones who built their own systems are about to build everyone else's.

I have some news coming soon. Stay tuned. 👀

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Jessica Oliver, PHR

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The Battle

Sam Miller

Jessica Oliver, PHR

Followers

Posts

Engagements

Likes

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