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

Mina Golesorkhi

Talent Whisperer & Entrepreneur 🚀

Founder of Hi Remi.

hi-remi.ai helps headhunters and recruiters find the right talent for their roles 60% faster.
Built by recruiters, for recruiters.

Join the waitlist → hi-remi.ai

I'm also a fractional COO for headhunting agencies that want to grow their revenue per headcount and become industry leaders. 

Before that, I co-founded pplwise - a RaaS agency for scale-ups in Europe and before that I was the first in-house recruiter at a SaaS startup.

I share what I’ve learned building and leading recruiting teams on LinkedIn.

Managing Partner & Co-Founder

We believe that great people are the key to outstanding accomplishments 🚀

pplwise supports leading rapid growing companies across Europe to manage their growth plans. Our services include Interim Talent Acquisition Management, Consulting and Headhunting specialised on tech scale ups like TIER, Taxfix or IDNow.

Founded in 2022, we have already hired into +20 countries across Europe with a team of +10 talented people. We are at the forefront of revolutionising how companies manage their growth in one of the fastest growing industries.

With our strong held values in commitment, passion and responsibility; 

We do not believe in clients, we believe in partners - we grow together.

As a recruitment leader who has trained and lead +20 recruiters, THIS is the reason why I DON'T track KPIS:

Early in my career I had to report 50 new candidates per role per week.
Some weeks I'd find 30. Sometimes 40. 
And then I'd spend another two hours screening just to hit the number or worse, I'd start pulling in candidates I knew weren't right just to get the task done and move on. 

That was nonsense. I knew it was nonsense while I was doing it.

The number wasn't measuring performance. 

It was measuring activity. 

And honestly, I don't think want to be measured by being busy or logging activities. 

Here's what I track with my recruiters instead:
1. How fast did you get candidates in front of the hiring manager?
2. What's your conversion rate at each stage ?
3.  How many candidates did it take to make the hire? 

The lower that number, the better the recruiter.

Some of my recruiters close a role having reached out to 30 people total. 

They do one or two focused sourcing sessions, find the right people, and then shift their energy to managing the candidates and the stakeholder through the process. 

Now THAT's the version of this job I want to see!!

When someone on my team is struggling, I don't tell them to source more. 

I look at 
- who they actually reached out to
- what the response rate looks like
- what feedback came back from the client 
- and where in the process things are breaking down

THEN and ONLY THEN we work on the root cause together : the understanding of the role, the sourcing strategy, the outreach, the stakeholder communication.
You fix the thinking, the numbers fix themselves.

Chasing volume just teaches recruiters to compromise on quality to hit a target. 

And a hire made just to close the role is never actually a good hire.

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 Curious how I structure recruitment teams that work on quality instead of volume? DM me

Mina  Gole

Founder of Hi Remi & Headhunting Advisory| Enabling Recruiters to fill their Roles faster using AI

As a recruitment leader who has placed 100+ hires in startups, these are my 3 biggest green flags in a candidate interview:

1. The right track record (but not in the way most people think)
I'm not looking for the same job title at a similar company. That's lazy recruiting. What I'm looking for is someone who has operated in an environment with the same dynamics as yours and picked up the skills and experience that will transfer. 

When you truly understand the challenge you need to solve, you can reverse engineer the kind of person who has already solved something similar even if they come from a completely different industry or role. 

That takes more thinking upfront. It's also why the hire works.

2. They identify with the company on a personal level.
Not just "I like your product" - , no something deeper. 
Their communication style fits the organization. 
The mission actually means something to them. 
The vision aligns with where they personally want to go. 
You can feel when someone is genuinely drawn to what you're building versus when they're just looking for their next step. 

3. They want THIS  - not just a job
They don't wait two weeks before making time for the next interview round. They don't tell you they're in three other first rounds and will get back to you once they've seen how those play out. 
They show up committed, responsive, and genuinely excited. 

Think about it like dating, you wouldn't tell your future partner that you're currently exploring other options and will let them know once you've been through all the stages with everyone else, right? ...riiiiiight??

The right candidate acts like they want to be there. Because they do.

Startup hiring is not like any other hiring. 
Every key role has a tremendous impact on the direction of the company. 
I go to enough conferences to know that the answer to hitting revenue targets, becoming an industry leader, building something that lasts - it always comes back to the same thing: the PEOPLE

Get this right and everything else gets easier.

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 Curious how I approach hiring for key roles in startups? DM me

Throughout my career I have hired  +50 recruiters.
As a freelance recruiter building HR departments from scratch, as a headhunter placing recruitment talent, and as an agency owner hiring my own people. 

And in almost every single interview I ran, I asked the same question:

"What is the most draining part of your job?"

90% said the same thing: Active sourcing

I could see it when they said it, not just frustration, but something closer to resignation. Like they had accepted that this was simply part of the deal. 

That their job, which they chose because they wanted to work with people, shape teams, build something meaningful, had turned into clicking through profile after profile while their actual potential sat there completely unused..

I related to every single one of them, because..honestly.. I felt it too!

What kept bothering me was this: every other department gets modern, intuitive tools that actually move their work forward. 
Finance, marketing, product, sales ..all of them evolved. 

But recruiters were still stuck with overwhelming, buggy, unintuitive systems that made an already draining job even harder. 

There had to be a different way. 

That thought didn't leave me, it just kept coming back louder each time.

So I built Hi Remi

Because I had sat across from enough recruiters to know the problem was real, it was universal, and nobody had actually solved it yet.

If you're a recruiter who recognises this feeling, I'd love to show you what we built: comment below or dm me :)

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 Curious what we built? DM me or check the link in my bio

Mina Gole

Founder of Hi Remi.

hi-remi.ai helps headhunters and recruiters find the right talent for their roles 60% faster.
Built by recruiters, for recruiters.
Join the waitlist → hi-remi.ai

I'm also a fractional COO for headhunting agencies that want to grow their revenue per headcount and become industry leaders. 

Before that, I co-founded pplwise - a RaaS agency for scale-ups in Europe and before pplwise I was the first in-house recruiter at a SaaS startup.

I share what I’ve learned building and leading recruiting teams on LinkedIn.

I wish we wouldn't live in a world where we need "international women's day"

But we do as long as "female-founded" SaaS company are special.

As long as women in leadership are "extraordinary".

As long as "they see someone male in this role, because. xyz... "

As a woman, I don't need any special support neither do I want to be chosen or preferred or considered BECAUSE I am woman.

We did not get here because someone made space for us.

We made the space ourselves.

I have NOT built my career DESPITE I am a woman nor BECAUSE I am a woman.

I was working hard, I was disciplined and developed the skills and traits needed.

And I am not gonna lie, there was people who underestimated me.

Maybe because I am a woman, maybe because I was the youngest in the room.

But there were also people who didn't. 

People who believed in me and people that I believe in too.

People that inspired me with their own path and success. 

Those who make me think: being a woman is not an obstacle - it's just normal. 

Today I want to shoutout to all who make "female leadership" and "being a female founder" less special and just ordinary : 

Alexandra Meyer, ★☆ Sandra Feldmann ☆★, Sonia Uzarewicz, Jessie Schofer, Andreea Lungulescu, Irina Stogova, Ludmila Hess, Valentina Sikelova, Tanja Hagelganz, Angeley Mullins, Julia Huhnholz, 

Feel free to tag whomever inspires you 🤗

Everyone assumes I fell in love with recruitment because I love talking to people.

I'm actually kind of shy.

The truth is, I never really saw myself as a recruiter (not in the traditional sense) 

My first job was inhouse at a startup, and from day one it was clear: 
talent acquisition wasn't a support function. It was how the company was built.

So that's what I learned:
- How you grow a company
- How you set a strategy and actually get people to execute it
- What it takes to be a startUp founder

Also I was always curious about how sales thinks, how marketing thinks, how product thinks, what finance cares about, what keeps a founder up at night.

Every department, every discipline. I got a front row seat to all of it.

Every interview I ever ran was never just about the candidate.

It was about the company they came from. What they built there. 
How they solved problems I hadn't seen before. 
What their industry did differently. 

I was collecting knowledge. 

Every conversation was a masterclass in something.

That curiosity never left.

Today I'm a tech startup founder and I still do exactly the same thing, just on my own terms now. 

Every person I talk to teaches me something about how other companies operate, what they're building, where they're going.

Recruitment gave me the best education I never paid for (just with my low-a** salary the first years 😂 )

If you're in this industry and you're only here for the people side, you're missing out on the best parts of it!

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 If you're curious how recruiters automate sourcing without losing quality, DM me

Our newest recruiter made 2 hires in her first 30 days 🥳 🥳

Lately, I am quite busy with onboardings, and here's what it looks like onboarding high performers: 

We don't hire for industry experience.

Instead, we hire for track record, work ethic, and intelligence and we build everything else deliberately.

Here's what that looks like:

In Month 1–3 they learn
- How ecommerce and SaaS businesses actually work
- How to run kick-offs as a consultant, not an order-taker
- How to screen for track record
- How to write InMails with narratives that convert

& the first hires start coming in.

In Month 3–6 they develop real market insight: 
- They understand the business behind the role
- They get their own clients and learn how to lead those relationships

At this time they do 2 hires per month on average. 

From Month 6+ they do 3 hires a month, consistently: 
- Clients request them by name.
- They consult hiring managers, challenge briefs, and influence decisions. 
- They know exactly which candidate fits and can defend why.

This is what happens when you give people the right environment to grow.

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 Curious how we train recruiters to perform at this level? DM me

As a recruitment leader who has trained and led 20+ recruiters, these are the 3 biggest mindset shifts that separate good recruiters from extraordinary ones:

1. Stop serving, start consulting!
Most recruiters come in with the same default: the client asks & I deliver

Take the requirement, run the search, ship the candidates, hope one gets approved. 

That's a service provider mindset. 

And it will keep you average forever. 

The shift is this: you are not there to fulfill a request!!
You are there to help them achieve a goal. 
Those are two completely different jobs. 

One of them makes you replaceable, the other makes you indispensable.

2. Take a moment to think before you run
Good recruiters are capable. They can find candidates, they can manage stakeholders, they know the process. 
What holds them back is that they take the requirement at face value and go. 

They never stop to ask: is this actually right? Is what the hiring manager is asking for really what will solve the problem? 

The extraordinary recruiter pushes back when something doesn't add up. 
They challenge the brief, not to be difficult, but because they understand the business well enough to know when the requirement is wrong. 
That's what expertise looks like in action.

3. Lead the process, don't follow it
Both you and the hiring manager want the same thing : the right person in the role, right?? 
 
So act like it!

Manage the expectations. Set the pace. 
Find the solution that actually works for both sides instead of just executing what you were told. 

When a recruiter truly internalizes that they co-own the outcome, everything changes: the conversations get sharper, the candidates get better, the hires stick.

The best recruiters I have ever worked with didn't wait to be told what to do. They walked in knowing what needed to happen and made it happen.
That's the difference.

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 Curious how I train recruiters to think like consultants? DM me

Someone put me in a podcast next to recruiters making 500k+ a year 👀 👀 

Yep you heard right! :D 

I got to be a guest on TopBillers Toolkit  with Sam and Ben Miller a podcast that interviews recruiters making 500k+ a year!

We talked about how I doubled start to finish's revenue in two years without growing the headcount.

If you are curious how to up-level your recruitment team, you should check out the pod yourself! ;) 

Link in the comments ⬇️ 

🔔 Follow Mina Gole for recruitment insights

Sorry but I don't need the hire - they do!

It took me a while to figure this out, but once I did, everything changed.

If they don't close this role, they don't hit their revenue goals. 
They don't ship the product. 
They don't reach the next funding stage. 
They don't become the industry leader they're trying to be. 

The pressure of this hire is not on me. It's on them. 

My job is to help them get there BUUUT only if they let me.

And here's the other thing I had to learn the hard way. 

I don't negotiate the salary. The market does. The candidate does. 

I just read the room and tell them what's real. 

When a hiring manager tries to get the best person in the market on terms that don't work in the market, that's not a recruitment problem. 

That's just ....delulu 

So here's how I work now.
I get a proper intake - the full picture, the context, the mission, what success actually looks like in this role. 

I get fast feedback on candidates, not silence. 

And they move fast when the right person is in front of them, because good candidates don't wait.

That's it. Those are my terms.

If a hiring manager ghosts me, doesn't give feedback, or keeps burning candidates with conditions the market won't accept - that's not on me (sorry not sorry)

I was ready to help, I knew how to get there. 

But I can't want the hire more than they do.

The moment I stopped running after people and started showing up as a partner who brings real expertise to the table, everything shifted.
 
My work got valued. My time got valued. And the hires got better.

I don't make the market, I just know how to navigate it.

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights 
💬 Want to work with a recruiter who actually consults instead of just delivers? DM me

My recruiters regularly make a hire by reaching out to 26 to 30 people

Time to hire: 10 to 29 days

Not because they got lucky. 

Because they did something most recruiters never do: They got narrow first

Most recruiters think volume is the answer, reach out to 100 people, maybe 200. 

Spray the market and hope someone sticks. 
And I get it, it feels productive. It feels like you're doing the work. But what you're actually doing is proving that you don't really know who you're looking for.
Because if you knew, you wouldn't need 200 people.

Here's what actually happened in those 26 to 30 outreach cases:
The recruiter spent real time upfront understanding what mattered. 
Not just the job description, but the 
- track record 
- environment the person came from
- the company vibe

The things that actually predict whether someone will work out. 
Then they communicated that back to the hiring manager, closely, constantly: Debriefs, check ins, full alignment at every stage.

The result: out of 2 to 3 submitted candidates, one made it to offer and hire

Just because the process was so well managed that there was no room for a wrong fit to sneak through.

Most recruiters who reach out to 200 people do it because they're not sure. 
They're hedging. And that uncertainty shows up everywhere: in the outreach, in the screening, in the candidates they submit. 

So here is what you gonna do next;
1. Narrow down first
2. Find the people who actually fit
3. Put your effort into those 30 people 
4. make every single touchpoint count

You might not even need to open it up after that.

♻️ Repost if this resonates with you 
🔔 Follow Mina Gole for recruitment insights
 💬 Curious how my team runs recruitment processes that close in under 30 days? DM me

Just onboarded a new client hiring in construction.

Site managers, project managers, construction lead etc. 

Highly specialised profiles with very specific industry requirements. 

The kind of search where finding 20 qualified candidates takes 3 hours of manual, repetitive sourcing work.

👉 Every. Single. Time.

In his first week with Hi Remi he spend 30 minutes on reviewing candidates for the same result - but 6x faster

Instead of scrolling through 400-500 profiles, he let Remi shortlist them. 

At the end, he goes through 40 profiles, and reaches out to half of them.

Honestly? 

This is my favourite part of building this product. 

Seeing recruiters open it for the first time and realising how much time they've been leaving on the table.

And we haven't even released our newest features yet 👀 

🔔 Follow Mina Gole for recruitment insights 
💬 Curious what Hi Remi could do for your sourcing? DM me

I’m so tired of this idea that you have to work hard to make money.

I don’t believe it.

Life is short.

You should enjoy EVERY minute of it. 

Instead of hitting 6 coffees straight just to hit daily quotas we should ask ourselves: "How can I built systems that work for me"

You don't have to screen thousands of candidates per day. 

You don't have to interview 6 candidates per day. 

You don't have to spend weekends building your pipelines, 
...or your evenings writing summaries, uploading profiles. 

Automate what's repetitive. 

Optimize your systems on quality and efficiency. 

Be more picky & spend less time on candidates that won't fit and more time on what actually has leverage. 

Spend more time on what brings you joy in life. 

I PROMISE you will be much happier and even more successful. 

♻️ Repost if this resonates with you
🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

There is one thing I will never do as a recruiter.

I will never sell you a junior for a senior role.

Not because I can't find someone. Not because your budget doesn't stretch. Not because the market is tough right now. I won't do it because I know what it actually costs you and you're not doing the math.

When you hire a junior into a role that needs a senior, you're not saving money. You're buying yourself a year. Minimum. 
A year of onboarding. 
A year of training. 
A year of mistakes that need to be caught, corrected, coached through. 

And that's IF you have someone inside with the knowledge to do the catching, the correcting, the coaching.

Most startups don't.

So now you have a junior learning on the job, reporting to someone who doesn't know the job either, in a role that was supposed to move the needle on a key company milestone. Congratulations. 

You saved on the salary. 

You lost on everything else.

The roles where I see this go wrong the most: first recruiter, first performance marketer, first product manager, head of sales. 

These aren't roles where you can afford the learning curve. 

These roles DEFINE the direction of an entire department. 

One wrong hire here doesn't set you back months. 

It sets you back years.

Here's what I do instead.
If I can't find the right person at your conditions.

I go after the condition: Office policy, comp structure, title, scope

I will fight to get the right expertise into your company before I ever put a junior in front of you as a solution.

There is one exception. 

Sometimes the expertise simply doesn't exist yet in the market; 

the role is too new, too niche, nobody has done exactly this before.

In that case, yes. 

You hire for intelligence. 

You hire someone who can grow into it. BUT you plan for it. 

You resource it. You don't pretend it's the same as hiring a senior who already knows what they're doing.

The compromise I'll never make is skill set for convenience.

The budget problem is a real problem. 

It deserves a real solution not a junior or ex-consultant wrapped in a role where they own a responsibility they have never had before.

I onboarded +10 new recruiters onto Hi Remi in the last two weeks & here is what I learned.

The biggest misconception coming in: they think it's a sourcing tool

It's not!

Hi Remi is an AI auto-screening tool. That distinction sounds small. It isn't.

Sourcing tools help you find candidates. Hi Remi helps you decide which ones are worth your time. 

Recruiters still control their Sales Navigator or Recruiter search. 

They still define their sourcing strategy. 

But instead of spending two hours manually screening 300 profiles, Hi Remi shortlists them in under 30 minutes based on criteria they set themselves.

The ones who got it immediately? They treated it like briefing a colleague!

They gave context, they explained what they were actually looking for, not just keywords. 

They wrote screening criteria the way they would explain a role to another recruiter sitting next to them. And the output was sharp.

The ones who struggled? They typed in keywords the same way they use every other tool on the market. And then wondered why the quality wasn't there.

Every other tool is built to fuzzy match keywords. 

Hi Remi is built to understand the bigger picture: the company, the mission, the specific context behind what a good candidate actually looks like for THIS role. 

But it can only work with what you give it. 

If you don't communicate the context, it can't screen for it.

The shift I want every new user to make is this:
Stop thinking like a sourcer and start thinking like a project manager:

1. Create a guided prompt to set up your screening criteria
2. Set up your search in LinkedIn
3. Use AI to shortlist your search results 
4. Review the candidates
5. Then focus your energy on the outreach, the relationship, the stuff that actually needs a human.

That's where the leverage is.

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Unpopular opinion coming!

AI agents can now find candidates, write outreach, and schedule interviews at the same quality level as 70% of recruiters on the market today.

L.E.T. T.H.A.T S.I.N.K. I.N.

That means that if you are one of those recruiters, who take a job description, fuzzy match it against profiles, send a bulk outreaches and hope one sticks..
You are now competing with a piece of software that does the exact same thing for a FRACTION of your fee. 

Instead of 10 to 20k, the client pays 1 to 6k. 

And they get roughly the same result.

AI headhunting platforms are already popping up. This is not a future problem. This is happening now.

So the question is not whether the market will change. It will. 

The question is which side of that change you end up on.

The recruiters who will not be replaced are the ones who were never really doing that job in the first place. 

The ones who consult, who understand the business, who manage stakeholders, who know how to get a hiring manager to see qualities in a candidate they wouldn't have seen on their own. 
The ones who act as partners, not service providers shipping CVs in bulk and hoping one gets approved.

And the ones who use AI to kill the admin while they focus on everything that actually requires a human -> those recruiters work like they're on steroids. 

They do more, faster, at a higher level.

Either you become extraordinary, or you get replaced by something that does the mediocre version of your job cheaper. There is no middle ground anymore.

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PLEASE prepare your candidates for assessments!!!!

I cannot say this enough.

And while you're at it — S.T.O.P. testing people on things that have nothing to do with the role. 
If you are hiring an accountant, testing them on mathematics is not an assessment. It's a waste of everyone's time.

I see it constantly! 

Strong candidates sitting through hours of irrelevant tests, with zero context on what's coming, what's being evaluated, or how to prepare. 

And then companies wonder why their best candidates drop out of the process.

Before any assessment, tell them three things:
- What you are looking for
- What the scope of the assessment will cover
- How they can prepare

That's it. That's the whole briefing. & the best thing? it only takes 15 minutes.

Here's what I know from running hundreds of hiring processes: 

Good candidates perform even better when they are properly prepared. 

They show up focused, they deliver at their actual level, and they walk away excited about the next step.

Candidates who don't fit won't suddenly become the right hire just because you gave them a heads up. 

They'll still not fit — you'll just find out faster and more fairly.

The only thing you achieve by throwing unprepared candidates into a surprise assessment is burning the good ones.

They have jobs. They have lives. 

They carved out time for your process because they were genuinely interested. The least you can do is set them up to show you what they're actually capable of.
So PLEAASEE: 
Prepare your candidates. E.v.e.r.y. s.i.n.g.l.e. time.

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As a recruitment leader who has trained, and led +20 recruiters, here are the 3 biggest mistakes in sending InMails:

1. You're promoting a role, not reaching out to a person
An InMail should feel like this: a human looked at your profile, decided you were the right fit, and personally wrote to you. That's the promise of the format. 
The moment it reads like a copy-paste job ad, that promise is broken and the candidate is gone.

2. You're talking about the company - not about THEM
Nobody wakes up thinking about your company's story or vision. 
They wake up thinking about their own. 

What they want to build. Where they want to go. What kind of challenge would actually get them out of bed for something new. 

Your InMail has to meet them there. Make them the hero of the story. The role is the mission. They're the one who gets to decide if it's worth taking on.

3. You're writing for everyone, which means you're writing for no one
Think about who you're actually reaching out to. How do they think. What do they care about. How do they communicate. 

A message to a performance marketer should not sound like a message to a CFO. Write in their language, not yours.

InMails are expensive. I mean like.. REALLY expensive!
They're not a volume game.

One precise, well-written InMail to the right person will outperform fifty generic ones every single time. 
I've seen passive candidates, not looking, not open to anything, respond because the message actually spoke to something real.

Quality wins. Every time.

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Something that genuinely frustrates me about this industry.

A lot of hiring managers still see recruitment as an admin function. 

Someone who posts jobs, screens CVs, books interviews, fills slots. 

Hit the KPI, close the role, move on. 

They think they can put pressure on us, set the KPIs, and at some point a candidate will land that ticks enough boxes.

Some treat us like a human agent or bot that executes on their prompt.

And that frustrates me. 

Because they have no idea what they're sitting next to.
Think about what recruiters actually do..

We talk to hundreds of candidates a year. 

Each one works somewhere else, builds something different, solves problems in ways your company hasn't thought of yet. 

Every 30-minute interview is a window into another company, another market, another way of operating. 

The knowledge we accumulate is extraordinary. And most companies never tap into it.

We don't just think in candidates. We think in conversions, in market signals, in what it actually takes to build a team that gets the job done.

But you only get access to that if you treat us like partners.

The best hiring manager relationships I've had were never about me delivering to their brief. 

It was us solving the problem together. 

Their department needs someone, yes. 

But the question we're answering together is: who does this company actually need, and how do we get them. 

That's a different conversation.

To be fair: trust has to be earned. I know that.

You earn it by showing up with insight, not just CVs. 
By thinking FOR the hiring manager, not just executing what they ask. 
By consulting them on what's actually possible in the market, not just shipping candidates and hoping one gets approved.

Once you have that trust, everything changes. You're not a support function anymore. 

You're the person they call when something important needs to happen.

That's the version of this job worth doing.

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As a founder building a recruitment tool from inside the industry, these are my 3 biggest predictions for how recruitment changes in 2026.

1. AI headhunters will flood the market (and candidates will be more annoyed than ever)
AI agents can already source candidates, write outreach and build entire pipelines automatically...at scale. 

Which means candidates are about to get hit with more generic, AI-generated messages than ever before.

The irony? This is a massive opportunity for recruiters who do it right. 
When everyone sends the same templated sequence, a message that feels genuinely human stands out more than it ever has. Personalization wins. Personal brand wins. Being an actual human being wins.

2. The pricing model of recruitment is about to be challenged
Platforms are emerging where companies publish a job description and get back a sourced pipeline built by AI agents or international sourcers who have never spoken to the client, never understood the culture, never consulted on what the role actually needs.

It will be cheaper. The quality will reflect that. The agencies that survive will be the ones who can prove what a real consultant actually brings because the commodity version of this job is about to get very cheap.

3. Companies will have to completely rethink how they assess candidates
Take home tests are already being completed with AI. 
Yes, even live interviews are being supported by real-time transcription tools that feed candidates answers on the spot. 
The old models are breaking down and what replaces them is behavioral based interviewing:
Real examples, real follow up, going deeper until you understand not just what someone did but how they actually think. 
You can't fake your way through a well constructed behavioral interview. 
That's exactly the point.

The recruiters and companies who adapt now will be in a completely different position in 12 months. 
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Just built my first AI agent at 30,000 feet 😂 

In.. 20 minutes! 

Here's what it does: 
It connects to my Fireflies call recordings. 
- Sales calls
- Onboarding sessions
- Feedback meetings

Pulls out the real pain points people actually said, frequent asked questions, market insights and my own expertise. 

Then drafts post ideas and full LinkedIn copies into my Notion database based on my own framework, and tone of voice. 
 
How I built it: 
1. Asked Claude to generate questions for the system prompt 
2. Refined the answers with it 
3. Asked for a step-by-step guide built for someone with zero technical knowledge 
4. Followed the guide 
5. Three post-ready pieces -> Done

The part that got me: The first post it drafted was based on a client call from that same morning -> Real insight, real example, real voice. 

Now I feel the sudden urge to automate my entire life on Claude - anyone else? 

& yes - this post was also co-created with Claude.

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