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

Hey, I’m Kadri 👋🏼

I help companies hire sales + commercial leaders who actually move the needle
and help candidates make real career decisions, not panic jumps.

Right now, most hiring feels like chaos in a blazer:
rushed interviews, unclear expectations, random offers, “we’ll circle back” that never happens.

I sit in the middle of all that… on purpose.

I’m a sales + leadership recruiter focused on medtech / healthcare and other high-stakes sales roles.

I spend my days talking to:

→ top reps who quietly outgrew their companies
→ VPs who are tired of sifting through “forwarded resumes”
→ leaders trying to build real teams, not revolving doors

Because of that, here’s what I actually bring to the table:

→ Real market intel from 100+ weekly convos with top performers and hiring leaders
→ Candid breakdowns of what great commercial talent really looks like (not just what the JD says)
→ Field stories from the messy middle of hiring, the part nobody posts, but everyone feels
→ Straight-to-the-point guidance for both candidates and hiring teams
→ High-touch recruiting that feels like a partnership, not a transaction

If you’re a company, I can help you:

- Hire sales + sales leaders who drive revenue and stay
- Build a pipeline that isn’t built on prayers and job-board luck
- Protect your time, your brand, and your sanity in the hiring process

If you’re a candidate, I can help you:

- Get clear on what you actually want (not just what pays a little more)
- Position yourself as a standout in competitive markets
- Ask better questions, read red flags, and stop settling for “it’s fine, I guess”

At the end of the day, I’m not here to “fill roles.”
I’m here to give people peace of mind about the decisions they’re making, on both sides of the table.

📩 DM me here on LinkedIn
or email: klumsden@thinkingahead.com

We’ll figure out where you’re stuck
and get you moving again, fast.

Kadri Lumsden

If you’re interviewing in 2026, read this.

Hiring teams are checking more than you think.

They open your resume.
They open your LinkedIn.
They compare them side by side.

If they don’t match, it creates doubt.

Different job titles.
Different dates.
Roles out of order.
One version sounds bigger than the other.

You may think it’s minor.

It’s not.

When companies are choosing between strong candidates, they look for the safest option.

If your profile creates even small questions, you lose ground. Not because you can’t do the job. Because someone else looked cleaner on paper.

If you’re in the job market, do this today:

Open your resume.
Open your LinkedIn.
Check them line by line.

Make titles the same.
Make dates the same.
Keep everything in order.

Don’t lose interviews over something you can control.

📌 When was the last time you checked yours?

Sales & Leadership Recruiter | Engaging good people in good conversations

The sun was OUT this weekend, and honestly, seasonal depression (yes, it’s a thing) backed off a little.

Spent the weekend with my little gremlin, coffee, pastries, movies, and as much good weather as possible.

And then there was hockey. For reasons still unclear, I signed myself up a few weeks ago. It was fun. It was also about 4000 times harder than I expected. Today I feel like I got run over by the ice-cleaning machine. Twice.

New week. Sun is shining. Body is broken. Spirit is weirdly thriving.


This week’s live roles:

🏒 Healthcare Sales Director (SaaS)
 – West region (remote)
 – $150k–$175k base
 – OTE ~$300k

🏒 National Sales Executive (Fintech)
- Nationwide / U.S. (remote)
- $150k–$170k base
- OTE ~$190k-$200k

🏒 Associate Product Specialist (medical device)
 – Rockland County/Westchester County, NY
 – $65k base
 – OTE $137k

🏒 Associate Product Specialist (medical device)
 – Boston, MA
 – $65k base
 – OTE ~$137k

This small mistake might cost you an interview.

Once you’re qualified, hiring isn’t just about potential.

It’s about risk.

They’re not only asking,
“Can you do the job?”

They’re asking:

• Will you stay?
• Why the short stints?
• Will you ramp fast enough?
• Why don’t the details line up? 
• Is this a step down you'll regret?
• Does this experience really transfer?

You may not like that.
But that’s the lens some hiring teams use.

And when two candidates look strong?
The one with fewer question marks usually wins.

It doesn’t mean you can’t do the job.
It means someone else looked safer on paper.

So instead of asking,
“How do I prove I’m the best?”

Ask,
“What doubts does my profile create?”

Then fix that.

📌 Do you think companies hire for upside or for safety?

A lot of candidates don’t lose interest in the job.
They lose interest in the people interviewing them.

Quick reminder for anyone interviewing candidates right now:

Candidates are interviewing you too.

Yes, they want the job.
But they’re also watching how you show up.

Interviewing is already stressful.
Some people have been at it for weeks. Even months.

So when they finally get a shot, they come prepared.

They carve time out of their day.
They research your company.
They practice answers.

The least hiring teams can do?

- Be on time
- Be present
- Be kind
- Give a clear next step
- Say thank you

Because the moment someone decides,
“Yeah, this isn’t the place for me”

has nothing to do with the job.

It’s how they were treated in the interview.

📌 What’s the interview moment that made you think: “Yeah, I’m out”?

Weekend recap: snow, horsepower, and questionable life choices. 🏒 🐎 

This weekend was the kind that makes you forget what notifications even sound like. I was at my brother’s farm. There’s something about driving a quad across a frozen field that resets your brain. Just cold air in your lungs and horses staring at you like they know you’re not built for this life.

And then… hockey.

I am not a die-hard hockey person. I don’t own a jersey. I barely understand half the rules. But that game? It had tension. And somewhere between “wow this is intense” and “why am I emotionally invested in this?” I may or may not have signed myself up for a hockey team. 🙄 And the name may or may not be Pink Panther.

New week. A little grounded from farm quiet. Possibly training to be a Pink Panther.

Let’s go.


This week’s live roles:

🏒 Associate Product Specialist (medical device)
 – Hudson Valley, NY
 – $65k base
 – OTE $137k

🏒 Associate Product Specialist (medical device)
 – Northern New Jersey
 – $65k base
 – OTE ~$137k

🏒 Healthcare Sales Director (SaaS)
 – West region (remote)
 – $150k–$175k base
 – OTE ~$300k

My bus driver stopped mid-departure for me today.

And nope, this isn’t about public transport.

I walked out of the gym and my bus was already driving off. Actually moving. 

“oh s*it, I missed it.” 

It’s freezing in Estonia right now. Missing it means standing there in the cold pretending it’s “fine” while your fingers go numb.

(bus life. but also hello Estonia, free public transport, we love to see it.)

She could’ve kept going.
Schedule. Timetable. Next stop.

Instead?
She stopped. Waved like, “run.”

So I ran.
Gym bag flying. 
Absolutely zero elegance. 

And I made it.

In a world where everyone’s in a rush, she decided 5.3 seconds of her schedule were worth saving someone else from the cold (dramatic much, yes).

She didn’t have to stop.
She chose to.

Be good. Do good. It costs you nothing.

But it might mean everything to someone else.

Before your next interview, fix this.

Hiring teams do not just look at your experience.

They look at whether your story makes sense.

Why did you leave?
Why did you join?
Why this move now?

If your answers are not clear, people start guessing.

That is where people lose interviews.

Not because they are bad.
Because their story is hard to follow.

Your career does not need to be perfect.
But it does need to make sense.

So do this today:

Look at your last 3 roles.
Can you simply explain each move?

If not, fix that before your next interview.

Because if hiring teams are confused, they move on.

📌 Can you explain your last 3 moves clearly?

“At this point, I don’t even know what else to share about myself.”

A candidate said that to me after months of interviews.

And honestly, that should make hiring teams stop and think.

This week alone, I spoke with candidates who had been through:

6 months of interviews
6, 7, even 12 rounds

At some point, it stops being a thoughtful process
and starts looking like a company that cannot make a decision.

That is when strong candidates check out.

Not because they aren’t interested.
Not because they can’t handle interviews.

Because they start asking themselves:

- Why am I repeating myself again?
- Why is nobody aligned?
- Why does this feel so messy?
- If hiring feels like this, what does working there feel like?

A dragged-out interview process does not make a company look selective.

It makes the company look unsure.

And the best candidates notice that fast.

If you are hiring, here is the part worth sitting with:

Every extra interview round needs a clear purpose.
If it does not, it is probably costing you trust, momentum, and top talent.

Candidates do not need a perfect process.
They need:

- clarity
- communication
- timely feedback
- a team that knows how to make decisions

That is what respect looks like.

📌 What’s the most ridiculous interview process you’ve ever been through?

Bad hires are not always bad people.
Sometimes the setup was broken before they walked in.

People ask,
Can this candidate do the job?

Fair.
But that is only half the question.

The better one is:
Does this company give them a real shot at winning?

Before a candidate says yes
or a company makes the hire, ask:

Is the authority real?
Is leadership aligned?
Is the expectation clear?
Is support there when things get hard?

Or does the company say it wants change, then panic when change shows up?

Because:

A strong candidate can fail in a weak setup.

Not because they were wrong.
Because the environment was.

Vague role.
No backing.
Too much politics.
Fake autonomy.
No air cover.

Then, 8 months later, everyone says,
“Great person. Wrong fit.”

Maybe.

Or maybe the role was built so badly nobody was going to win.

Stop asking only whether the candidate can do the job.
Start asking whether the setup gives them a chance.

📌 What kills more hires: the wrong person or the wrong setup?

The sun was OUT this weekend, and honestly, it felt like all of Estonia came back to life a little. Friends were visiting from London, so Saturday was all about catching up over coffee, croissants, and enjoying the kind of weather that instantly makes everything better.

Later, little gremlin and I walked around parts of Tallinn I hadn’t been to in years and ended up finding a great new pizza spot. He walked straight in and asked, “Are you serving pizza in here as well?” Clearly, a man who likes to get straight to the point.

Sunday was for his very first soccer practice, and he could hardly wait. He woke up, and the first thing he asked was, “Is today soccer practice?” Safe to say, he loved every second of it.

A sunny, happy, busy little weekend, and exactly the kind of energy I wanted to take into the new week.


This week’s live roles:

🏒 Healthcare Sales Director (SaaS)
 – West region (remote)
 – $150k–$175k base
 – OTE ~$300k

🏒 National Sales Executive (Fintech)
- Nationwide / U.S. (remote)
- $150k–$170k base
- OTE ~$190k-$200k

🏒 Associate Product Specialist (medical device)
 – Rockland County/Westchester County, NY
 – $65k base
 – OTE $137k

🏒 Associate Product Specialist (medical device)
 – Boston, MA
 – $65k base
 – OTE ~$137k

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Sam Miller

Kadri Lumsden

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The Battle

Sam Miller

Kadri Lumsden

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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