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 $2.4 Million 
He makes a CLEAR distinction between these two things
A Placebale Candidate VS a Closeable Candidate...




Here’s where recruiters get caught out

They spend weeks selling a brilliant candidate to a client… 
Only to discover, at the offer stage, that the candidate:

• Was “just seeing what’s out there.”
• Was waiting for a counteroffer
• Had no real reason to leave
• Needed to interview everywhere before deciding
• Was never emotionally ready to move
  
Placeable candidates look great on paper. 
They’ve done the job. 
They interview well. 
Clients love them.

And yet… nothing happens.
Why? 
No Urgency to move. 

Closable candidates are different.
They don’t just 𝘧𝘪𝘵 the role, they’re actually prepared to leave what they’re doing now.

Great recruiters don’t just ask “𝘊𝘢𝘯 𝘺𝘰𝘶 𝘥𝘰 𝘵𝘩𝘪𝘴 𝘫𝘰𝘣?”

They ask things like:
• “What problem are you trying to solve by leaving?”
• “Could your current employer fix that?”
• “If the right offer was in front of you tomorrow, would you take it?”
• “What would stop you saying yes?”

Because placeability gets interviews. 
Closability gets offers accepted.

And clients don’t pay recruiters to run interviews.
They pay them to close.

Full Podcast in the comments below....

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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.

I interviewed a recruiter who's billing $539K 
on average, he only works 6 hours a day 
Here are the 2 BD tactics he swears by....



1. MPC marketing via email and LinkedIn
2. Job-opening approach (pitching a candidate directly against an open role) 

He makes sure he does 10 new business activities every single day (50 a week) 

That's it...

No AI 
No Fancy Automation system 
No mass outreach

Just giving the clients what they want
Which is........ great candidates. 

With this simple formula
He's able to bill half a million dollars a year 
While only working 6 hours a day 

Its a fantastic reminder to every recruiter 

MASTER the fundamentals 

Because they will always work 
And they are simpilist path to making good money. 

<FULL PODCAST IN THE COMMENTS BELOW>

I spoke to a recruiter who was laid off in Jan 2024 
She sold her LA apartment and decided to travel the world
6 months later, she closed $200k of business...



Yep...

Laid off in Jan 2024 

6 months later...

• Running her own business 
• Traveling the world 
• Recruiting in a brand new market (legal) 
• Closed $200k of business (money in the bank) 
• Living life on her terms 
• Having the most mind-blowing experiences 


Why am I sharing this with you? 

Well its Jan 2026 

Which means whatever happened last year — good or bad — is now locked in.

What isn’t locked in is where you’ll be by mid-year.

This story is useful not because of the outcome, but because of the timeline.

Six months, done properly, is enough to rebuild momentum.

If she can do it....so can you. 

If you want the full story and some inspiration

Full podcast in the comments below.

I interviewed a recruiter who's billed $750K+ for 30 years straight! here are 4 questions he will ask candidates to get consistent HOT leads......



1. “Out of curiosity, where else are you interviewing at the moment?”
→ Identifies 3–6 companies that are actively hiring right now

2. “That’s helpful — was that direct, or through a recruiter?”
→ Tells you whether the company already pays fees (high-probability BD)

3. “And who did you actually speak with over there — hiring manager, HR, ops?”
→ Reveals the real decision-maker or buying influence

4. “Got it. And what triggered that hire — growth, a backfill, or something else?”
→ Explains urgency and hints at future roles coming behind it


Funny how some of the best BD tactics are the most simple. 

FULL PODCAST IN THE COMMENTS BELOW

I spoke to a recruiter who's billing $700K
She sends every prospect a LOOM video before the call
Her show-up rate is now 100%! Here's how it works...




I'm sure every single recruiter can relate...

You've managed to get a response from a new potential client
You book a meeting in a calendar 
And then NO SHOW.....


This recruiter has an ingenious strategy to make sure this never happens again 

12-24 hours before the meeting begins, she sends a Loom video to the prospect 

Here's what the video says...

“Hey [Name] — looking forward to our meeting.  
Based on what you shared about [role/problem], here are 1–2 thoughts on how I’d approach it. 
<Share thoughts> 
We’ll dig in properly on the call. See you at [time].”

Why it works 
It does three things instantly:

1. Signals respect for their time: You’re not “another vendor.” You did work before you got paid.
   
2. Creates micro-commitment: They’ve now engaged with you (even passively). Much harder to ghost.
   
3. Sets a serious tone: It quietly communicates, “This isn’t a random sales chat. This matters.”


Since implementing this strategy, Julia has had a 100% show rate with every new potential client call. 

Want more details? 

Check out the full podcast in the comments below.

This guy started a recruitment side hustle and billed $200K (while holding down a full-time SaaS job) 
Here's the numbers he did over a 4 year period




2021: $100k (while employed)
2022: $200k (while employed)
2023: $250k (first year full-time)
2025: $539k (Second year full-time)

Here’s the honest part that people need to hear, though...

In 2023 when Jeffrey Zabrin decided to go full-time into recruitment
he expected to do $400k in his first year. 

Double the amount of time so double the billings right?

Wrong. 

He only hit $250k. 

He was frustrated and extremely deflated

There was no overnight hockey stick growth that he was expecting to see

But he kept going....

What actually moved the needle from $250k → $539k+ wasn’t a new tool or market timing.

It was two very unsexy things.

1) Compounding niche momentum
After a few years in the same niche, something changes.
You stop “introducing yourself” and start becoming the person.
Clients come back. Candidates come back. Conversations get shorter. Trust is already there.

It doesn’t feel dramatic day-to-day…
But year-to-year, it compounds fast.

2) He deliberately upped outbound again
This is the part people miss.

Even with repeat clients, didn’t coast.
He consciously increased activity to around 10 new business touches per day.

Not spam.
Intentional outreach, every single day.

The takeaway?

Growth isn’t linear.
Quitting your job doesn’t guarantee a jump.
Momentum + consistent outbound beats motivation every time.

FULL PODCAST IN THE COMMENTS BELOW

I interviewed a recruiter who's billing £850K 
He uses CVs to gather market intelligence on companies
Then uses it in his pitch to win more clients... 




Most recruiters look at a CV and think:
“Can I place this person?”

He looks at a CV and asks something different:
“What does this tell me about the market?”

To Craig, a CV isn’t just a candidate profile.
It’s evidence.

A real-world map of how companies actually hire, not how job specs say they hire.

He doesn’t skim CVs.
He strips them line by line.

- Tech stack.
- Tools used.
- Versions.
- Environments.
- System scale.
- Team size.
- Reporting lines.
- Business context.

One CV is interesting.
Ten similar CVs is intelligence.

He groups them into patterns or “avatars”.

Think things like:
• Java engineers from tier-1 banks
• Quants moving from sell-side to buy-side
• Backend engineers jumping from scale-ups to hedge funds

Each group tells a story.

- Where companies really source talent from.
- Which backgrounds convert
- What’s considered a “safe” hire vs a risky one.

And here’s where it gets powerful.

When he speaks to clients, he doesn’t ask:
“So… what are you looking for?”

He already knows.

Instead, he says:
“Most teams like yours hire people who’ve done X, Y, and Z. Does that sound right?”

Clients feel understood.
They feel challenged (in a good way).
They feel like they're speaking to an expert. 

And that’s ONE reason why he bills what he does.

FULL PODCAST IN THE COMMENTS BELOW

I interviewed a recruiter who billed $1.8 Million
He uses a simple 3-2-1 commenting strategy to win clients on LinkedIn. Here's how it works...

I interviewed a recruiter who billed $1M in his second year of recruitment! And guess what? He worked on any role in any niche. As long as there was demand. 






Everyone tells recruiters the same thing:

“Pick a niche. Go an inch wide and a mile deep.”

One of the best billers I’ve spoken to recently didn’t do that.

He’s built multiple $1m+ years in recruitment
without locking himself into one vertical.

His rule is simple:

If there’s demand, I’ll work it.

What makes this work isn’t randomness, it’s fundamentals.

Once you’ve learned recruitment properly (especially in a hard market), you realise something:

Most roles boil down to the same question:

What problem is this hire meant to solve?

Sales, marketing, product, engineering, different languages, same mechanics.

Where people get this wrong is thinking “no niche” means “no focus”.

It doesn’t.

It means:
– following demand
– backing strong candidates
– not turning away good business because it’s “outside the lane”

Sometimes the most profitable niche…

…is demand itself.

FULL PODCAST IN THE COMMENTS BELOW

I spoke to a recruiter who billed $2.4 Million 
He places Internal talent acquisition for free 
So he can be fed specific roles in the future...





This move is GOLD

But context matters. 

Here's when to use it...

You’ve made 3–6 placements already

The company is:
- 25–150 employees
- Growing fast
- Complaining about agency spend

You hear 𝘢𝘯𝘺 version of:
“We’re thinking of hiring internal”
“We need to get costs down”

Instead of walking away and saying, "We had our run, on to the next one." 

That’s your moment to secure long-term business 

Here's what you say...

“Honestly, at your stage, continuing to rely only on agencies doesn’t make sense long term.
If I were in your shoes, I’d hire an internal recruiter.
And if you want, I’ll help you do that for free.”
 

If they ask 𝘸𝘩𝘺, you say:
 
“Because if I place the right internal recruiter,  they’ll understand how agencies actually work,  they won’t waste time fighting the market,  and when they inevitably need agency help again, I’d rather be the person they trust.”


On your first call with the internal:
 
“I’m not here to compete with you.
You own the core hiring.  I’m here for:
• niche roles
• urgent spikes
• confidential searches
When you need help, I’ll be faster and easier than starting from scratch.”
 
This creates alliance, not friction.

Try it out. 
If you get it right, it could create a fountain of business for the long term. 

<FULL PODCAST IN THE COMMENTS BELOW>

I spoke to a recruiter who's billing $500K
His business is doing $5 Million with a team of 10
Here's how he uses lead magnets to win business

Had a sales call with a recruitment business owner
He said he wants his team to start posting content
Because he knows he's leaving money on the table




Here’s what he told me…

“Sam, I’ve got a team of 7 recruiters. They’re brilliant at what they do.
They know their market inside out, they care about delivery, and clients genuinely like working with them.

If I could somehow get that across through content, I know we’d win more business… I just don’t know where to start....and I don’t want them posting rubbish or coming across cringe or salesy."

So this is what we did.

Instead of turning them into ‘LinkedIn influencers’…

We took what they already say on calls with candidates and clients
And turned that into posts.

No trends.
No dancing on camera

Just:
– What they’re seeing in the market
– What candidates are actually asking them
– What hiring managers keep getting wrong

We did this exact process with a manager of a recruitment firm over in the US
The manager had never posted before.
In the first month, he generated 1.5M impressions.
3 booked meetings with the exact type of clients they want.

That’s why we offer a free trial.

We write 2 free posts for you or one of your team.
You see the traction.
You decide if it’s worth continuing.

If you're interested, the link is in the comments below

I spoke to a recruiter who built a $1 Million desk 
He generated 20 warm leads with one LinkedIn post
Here's how he did it (So you can copy it for free)

Recruitment business owners....
If you're the sole breadwinner of the business
Here are 4 signs that things need to change






1. Pipeline drops the moment you stop hunting
Take a week off and new roles dry up.
Not because the market changed, but because 𝘺𝘰𝘶 weren’t selling.

2. Most new jobs still come from your network
Your consultants deliver well…
But the work almost always starts with 𝘺𝘰𝘶𝘳 relationships.

3.  Hiring more people feels risky
Not exciting.
Because more heads = more pressure on 𝘺𝘰𝘶 to bring in work.

4.  You’re the sole breadwinner
Everyone knows it.
If you stop winning, growth stops.

Over the last 12 months, we’ve worked with dozens of founders in that exact position.

Here’s what changed for them...

Instead of chasing every conversation manually, they started showing up consistently 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 being online all day.

Their network stopped going quiet when they took a week off.

Past clients and candidates started reaching out first, already warmed up.

Not because they suddenly became “content creators”.
But because their experience, opinions, and market insight were finally visible when they weren’t in the room.

Behind the scenes, this is what we actually do:

We handle the heavy lifting.
We turn what you already know into content that sounds like 𝘺𝘰𝘶.
We distribute it consistently so it compounds.
The result we hear most often?

“Conversations feel easier.”
“People already know what we do.”
“My pipeline doesn’t disappear when I step back.”

If you want to see how it works, we’re running a free trial.

Link’s in the comments.

Spoke to a recruitment business owner last week. 
12 years in business. Great delivery team.
But all new work still comes from him networking.




Me: “After 12 years, you’re still the main source of new business?”

Him: “Yeah. If I’m not out there networking, it’s a quiet month. There’s no real marketing system behind it.”
 
Me: “So growth only happens if you keep pushing?”

Him: “Pretty much. You just hope someone needs you.”

Me: “What would actually take the pressure off?”

Him: “Honestly? One new client a month would be massive.”

Then he said something I hear all the time:
 
“I don’t want to post for the sake of posting.” 
“I don’t want to come across cringe.” 
“And I’m not doing TikTok dance videos.”
 
Me: “Good. You don’t need any of that. You just need content that speaks to decision-makers.”

So I made him this offer:
 
I’ll write 2 LinkedIn posts for free.  Targeted. Intentional. Built to attract the right clients, not random likes.

If they create traction, we work together.  
If they don’t, we part ways as friends.

Zero risk.  All the pressure is on me.
 
If you run a recruitment business and you’re looking to add a more predictable flow of the right client conversations alongside what already works

Check out the Link in the comments below....

This recruiter has spent $12.5K with us over 5 months.
Last night he told me he secured $100K of new business
That’s a 700% return on investment…




And that’s JUST the direct Inbound he's had

Alongside that, he’s had:

- Candidates reaching out directly (that's he's gone to place) 
- Senior sales reps engaging with his content
- Conversations that used to start cold, now starting warm

If we did another 5 months, spent another $12.5K, and he closed just one more deal like this…

He’d have $200K in revenue on $25K spent.

That’s a consistent 700% ROI over the year.

This is not unrealistic.

We see this kind of compounding effect all the time once visibility kicks in.

Nothing clever here.
Just consistent visibility With the right content To the right audience.

What makes this even more interesting is how it started….

He originally came through our free trial.
We wrote him 2 free posts.
We got some early traction, he could see the potential, and he decided to stick with it.

Five months later, the content’s doing what it usually does… compounding.

If you're a recruitment business owner and you want to experience results like the client above, Come and try us out for free. You have absolutely nothing to lose And everything to gain.

Link in the comments below 👇

Just started working with a recruitment consultant
The CEO wanted him to start building more pipeline
Here's the results we've had so far...






We’ve been posting twice a week for 3 weeks.

Post 01: 3,000
Post 02: 5,000
Post 03: 110,000
Post 04: 96,000
Post 05: 50,000
Post 06: 65,000

Before working with us, his average impressions per post were 900.

And in just 3 weeks, we’ve generated 300,000+ impressions.

I know what you might be thinking…

“Great Sam, impressions are cool.
But what about tangible ROI?”

Here’s where it gets interesting.

He places senior sales leaders and commercial talent into life sciences & pharma companies.

Since posting Dozens of decision-makers and plenty of high-quality candidates have been liking and engaging with his content.

He’s followed up with warm intro messages.

And he’s already booked 2 solid calls with new potential clients.

Is that earth-shattering?

No.

But those 2 conversations could easily turn into $50k–$150k+ in fees.

Not bad for:

6 posts
And a handful of follow-up messages

If you’re a recruitment business owner and want to test our system for free,
check out the free trial in the comments

Recruiters, if people are ghosting your messages
And no one is reaching out to you after posting content
It's probably because of your offer. let me explain..

“I don’t need more leads. I need better ones.".... That’s what a recruitment business owner told me. She's billing $500K and managing a team of 10 full desk recruiters




She’s been booking calls consistently for months.
Calendar looks full.

But then she leaned in and said:

“Sam… 90% of them are tyre kickers.”

"That’s draining," I remember thinking.

Not because she’s failing.
She’s not. (She's smashing it)

But because every bad call still costs:
– time
– energy
– momentum

And at that level, wasted conversations hurt more than no conversations.

I asked how people were finding her.

“Mostly outbound,” she said.
“They don’t really know me before the call.”

Which made sense to me.

When people book calls cold:
They’re curious, not committed.
Interested, not ready.

Typically, the call requires more explanation and convincing.

I said:
“If I could show you for free how to flip that, so people book calls already knowing who you are and why you’re relevant, would you try it?”

She didn’t hesitate.

We invited her into our 2-week free trial.

We helped her publish a couple of sharp LinkedIn posts.
Nothing fancy. Just clear positioning to the right people.
They racked up 40,000+ impressions in her niche

Within days:
→ More people knew who she was
→ Key decision makers were liking her content
→ 2 fantastic calls booked with serious potential clients

You don’t need more leads.
You need fewer, better ones.

If you’re booking calls but sick of tyre kickers

You can try it for free, just like she did.

Links in the comments below.

This recruitment business owner closes £45K deals
After one month of working with us
He’s now got 2 of those conversations lined up






 “I don’t want to be a thought leader. I just need the right people to notice me.”
That's the first thing he said to me when we spoke. 

Which makes sense.

He’s already very good at what he does.  
He just wasn’t very visible to the people who matter.

In the last month, his LinkedIn content reached just over 300,000 impressions.

That visibility is now turning into £45k conversations with the right clients.

That’s basically our job.
Take what already works and make it visible in the right rooms.

When we first spoke, I didn’t pitch him a long contract.
Or tell him to give me 10K upfront….

I said:
I’ll write 2 LinkedIn posts for you, free.

Posts built around:
* how you actually get results
* The problems your clients are facing
* Why you’re the obvious solution
 
You can post them, see how it lands, and then decide if it’s worth continuing.

If it works, we carry on. If it doesn’t, we part ways as friends.
No obligation. All the pressure is on me.

If you run a recruitment business , and you're interested in seeing the results for yourself 

Check out the link in the comments below…

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 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.

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.

20's are successfully completed. 

New level reached: 30

The last years I have been terrified by the idea of turning 30.

Not because I'd feel old, but because with the pressure that comes with that particular age. 

Now I am just 30, and guess what?

I am excited! 

I started my 20's broke and with big dreams but no clue of how life works. 

and yet in my 20's I ...
... started my first"real" full-time job
... moved into my first apartment
... founded 2 companies 
... stepped into leadership 
... found my passion in SaaS 
... visited +50 cities across 25 countries 
... lived in 4 different countries 
... moved permanently to Dubai 
... met beautiful people on my way 

Now I am 30, and I have 
🕊️ more freedom than I've ever had, 
💰 more money than I've ever had, 

and I am closer to my family and friends than I've ever been before. 

In my eyes, the 30's really are the better 20's. The best is just about to come!

Mina  Gole

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

No alternative text description for this image

I am using THIS strategy to bring a 2M headhunting business to 3M in one year. 

It helped me to double the revenue per headcount once, and will do again. 

 1. Hire for:
- intelligence
- work-ethic 
- communication skills

2. Train the entire team on:
- using tech for efficiency
- understanding business
- stakeholder management

 3. Empower with tech 
Reduce admin with tech, and build competitive advantage with efficiency

 4. Corporate Influencing
Build an audience for both, candidates and customers

5. Build specialised niche-expertise
Build efficiency by working tactically and saying more no to what does not serve the strategy.

That's it. Once you've build the foundation, it flows. 

No matter how much the market is affected.

There's always more need for top talents than you'd expect.

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

You can learn any recruitment skill in 3-6 months.

But here's what you can't learn in 10 years, or maybe a lifetime:

character

Someone with work-ethic, curiosity, and intelligence will out-perform the most experienced recruiter within the first year. 

Because years of experience, or tool knowledge do not matter if you have these traits.

Here’s what to look for:
1️⃣ Full Ownership - sees themselves accountable no matter what 
2️⃣ Intelligence - understand and absorb new information quickly and proficiently 
3️⃣ Work Ethic - Possesses a strong willingness to work hard
4️⃣ Communication Skills - Speaks and writes clearly and articulately without being overly verbose or talkative.

When those are given, they can learn any required skill: copy-writing, stakeholder management, interviewing, etc.

♻️ 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

"You need to find someone who can deal with my temperament" 

First times I heard that, I liked the challenge. 

Now, I decline the job. 

Why? 

Because, if dealing with temperament means being okay with being shouted at, harassed, or disrespected - then I am out. 

Whom you work with has a huge impact on your career, but also mental health and well-being. 

Why would anyone choose to work in such environment, when being respectfully treated and valued is the bare minimum in the current market?

If your colleague is Iranian, please check on them.

Because what might be "news" to you, is their reality now. 

It might be hard to relate when it’s not your war, home, friends or family. 

And if you are blessed, you will never have to experience the grief, the helplessness or anxiety which they do. 

So bare with them if they are not as focused as they used to be. 

It‘s hard to keep smiling, and living life like it used to be, after what has been going on the last few weeks. 

It's hard to work focused when being worried about loved ones.

All you can really do as a colleague, or manager or employer is to show compassion. 

LinkedIn and the workplace might not be political spaces, but when geopolitics affect people’s wellbeing, showing compassion for colleagues isn’t political. It’s human.

Sending lot's of love to my fellow Iranians.

Do we really need a high performer on this? 

It's tempting to hire the next available person, especially when it's not a "key-role". 

But have you ever watched a catamaran race?

A catamaran race is a competition where very fast boats with two hulls race each other around a course on the water.

Each boat has a helm who drives the boat and a crew that manages different jobs. 

The most underrated role is a Trimmer that "just" adjusts the sail. 

"Anyone" could that, just as anyone could do screening interviews, coordinate interviews, do accounting, or office management. 

But even if the trimmer doesn’t decide the direction or the maneuver, they decide the difference.

They’re the one who makes the boat a few seconds faster than the rest.
You can have the best boat, the best driver, the best maneuver crew and so can your competitors.

That's why the performance of each one matters. 
-------------------------------------------------
♻️ 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

Are AI headhunter the next thing? 

AI automated lead-gen in sales seems to work pretty well. 

A lot of companies automate their outreach by :
-> scraping their ICP companies
-> identifying and enriching the decision makers 
-> and writing “personalised” outreaches using OpenAI

Now this trend seems to arrive at the recruitment sector. 

But it seems like some companies are about to move one step further by introducing AI interviews for qualification. 

So recruiters define the job requirements and the agent:
1. identify talents
2. generate outreach messages
3. and coordinate an interview with an AI agent 
4. qualified candidates are automatically introduced to the client

Clients pay after success a friction of the usual headhunting fees.

I personally believe this MIGHT work in the future for candidates desperately looking for a job opportunity. But honestly, I don’t see top tier talents applying via an AI agent when they are not actively looking for a new position. 

But what do you think? 

🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

What other people think recruiting is like : 
-> finding endless candidates in a magic pool 
-> analysing personalities like a psychologist 
-> acting as a human lie detector 
-> receiving 10-20 CV's a day and ignoring them
-> scrolling through LinkedIn all day 
-> note-taker in interviews 
-> using ChatGPT for inMails and Job Descriptions 

Most of all recruitment is: 
-> spending hours on research, building lists, and reverse engineering who could be the best fit for the company 
-> analysing reporting to tweak inMail rates and overall conversions 
-> using tech for : coordination, note-taking, summarizing, and screening
-> being burried in 50-60 CV's per day, and 90% of them barely fit the must-have criteria or location/ language criteria 
-> managing stakeholders expectations especially when they are contradictory 
-> checking in with candidates to reconfirm they haven't suddenly changed their mind
-> checking in with stakeholders to reconfirm they haven't suddenly changed their mind
-> have no clue of HR or office management 

There is a good reason why recruiters exist, and work specialized on finding and placing talents. 

Where do you think recruiting is most underestimated? 👇

♻️ 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

"Yes the candidate is what we asked for, but can I see more?" 

Sure, go ahead. 

Just spend hours 
- researching and reverse-engineering company lists, 
- scrolling through hundreds of profiles 
- interviewing 10 candidates that are great too, but lack some mandatories

to get this ONE PERFECT candidate that is qualified, motivated, and keen on visiting the office the required days a week. 

Before you go ahead, and redo this whole process just to be 10000% sure, there is one thing you need to know.

Recruiting and candidates aren’t red wine. 

They don’t get better with time.

In fact, the opposite is true. 

Recruiters approach the best candidates at the beginning of the process.

Looking for more candidates will result in losing your favourite candidate and: 
- more interviews with unqualified candidates
- more hours spent on sourcing and screening
- delays in your project to keep your life spicy & fun

So yes, we COULD look for more candidates. 

But why not just double-checking if the candidates brings in the right skills and traits - and making the decision based on this rather than comparisons to other people? 

Recruiters, if your hiring managers insist on seeing more candidates, send them this post together with some red wine. 

♻️ 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

My LinkedIn tells you that I am a successful recruitment leader and early stage startup founder, but here's what it won't tell you:

► I repeated a grad in school and lost a full year. 

► My first summerjob with 15 was at greenpeace, but I got fired because I didn't hit the targets

► I never intended becoming a recruiter, I was rejected at the management traineeship and looked for a plan B

► I always resisted to specialise on one specific role in recruitment, because I was afraid this decision would take me future options. 
 
I had designed and lead recruitment processes that don't scale. 

As a recruiter, I lost candidates because I missed responding them fast enough. 

As an inhouse recruiter, I was intimidated working with a headhunter the first time, because it hurt my ego. 

And my biggest failure? 

► Once, I spent +1 year on filling a product designer role, because I failed to manage the stakeholders correctly. 
The salary and role was very much doable, but I failed to get my stakeholders aligned on what we were looking for and what the market reflects.

But you know what? 

► My passion for management and entrepreneurship made me a top-notch recruiter because my perspective goes beyond recruitment.

► My recruitment expertise among different industries and roles helps me supporting my recruiters with any role they tackle on. 

► Every rejection, every unexpected career shift has lead me to who I am today, and I am very grateful for this. 

Failures aren’t career-ending unless, you let them be. 

So, fail, shift and go with the flow. 

Today’s failure might be tomorrow’s foundation.

Recruiters should be respected, well-paid, and appreciated.

It's that simple.

Here's the truth about growing a successful business: 

It's not about complex strategies or fancy frameworks.

It's about the people you have on board. 

Here are three questions you need to ask yourself: 

1. Are your recruiters respected?
↳ Are they valued by hiring managers and employees?
↳ Do they have to fight for meetings and feedback? 

2. Are they fairly compensated?
↳ Not just market rate, but worth their true value.
↳ Does their package reflect their contribution and potential?

3. Are they treated as business partners?
↳ Do they get the bigger picture of the company?
↳ Are they involved in the company's trajectory?

Because here's what happens when you don't ask:
❌ You build a call agent unit vs strategic talent acquisition
❌ You'll lose top tier candidates to competitors who get it
❌ You'll pay the cost of not having the RIGHT team in place

Take those 5 minutes.
Ask those 3 questions.

Win the war for talent. 
It's that simple.

This is why I don’t care how good you are at sourcing and screening.

Because if that’s all you bring to the table, you’ll struggle in our industry. 

Recruitment in 2026 demands skills that go beyond mass-spaming candidates with copy-paste messages. 

Here are 7 skills every recruiter needs to perform:

1. Copywriting 
Hook candidates with words that make them stop scrolling

2. Storytelling 
Pitch a company in a way that matches what this candidate cares about most

3. Tech-Affinity
2026 is all about efficiency - top recruiters automate sourcing and admin.

4. Effective Communication 
Get your point across stakeholders and candidates effectively.

5. Analytical Thinking
Know your numbers and improve them.

6. Effective Prompting 
Structure prompts and workflows so AI actually makes your life easier.

7. Stakeholder Management
Using data, persuasion and empathy to convince stakeholders for what's best for the company. 

What would you add to this list?
-------------------------------------------------
♻️ 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

Building a warm talent pool. 

E.V.E.R.Y. recruitment team I talk to have "building a talent pool" on their TA strategy roadmap. 

But I have not met any company that has managed that successfully. 

Most candidates get collected, but it's very rare that a company invests in continuous engagement with their talent pool to actually build relationships. 

If you know any company/ or recruiter who has managed that successfully - tagg them below. I'd LOVE to interview you!

We irritate oysters on purpose to create pearls.

An oyster doesn’t create a pearl because life is good.

It creates one because something foreign gets inside.

Something uncomfortable.

Something it can’t get rid of.

So it adapts.

Layer by layer.

Year over year.

2025 has felt exactly like that for a lot of people. (Me included)

I’ve talked to many headhunters this year.
Some told me their markets crashed.
Some closed offices.
Some are making a fraction of what they used to.

And still, what amazed me most was this:
They didn’t walk away from headhunting.

Did you know only 1 out of 10,000 oysters creates a natural pearl?

Because it stays in the process long enough to compound layers.

Service industries don’t disappear under pressure.
They evolve.

And I believe this is that moment for us.

The market is changing, and it's time we change our approach too. 

It's time we create "our own pearl". 

Despite the rising inMail and tooling costs,
despite the "market-situation", missing VC funds, ...

Start to Finish has managed to grow in revenue per recruiter, acquire new customers, and grow as a company. 

Sometimes the irritation isn’t here to break us.

It’s here to shape what we’re becoming.

When you change your approach, do things differently than before, and incentivize outcomes instead of activity…

You don’t fight the wave, you surf it 🏄‍♀️

PS: Happy new year! 
Guess I was inspired by all the oysters I had the last weeks 😂

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The Battle

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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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