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

I help recruitment firms grow profitably by designing & recruiting offshore teams.

Recruiters in Mexico, Sales Reps in South Africa, Sourcers in the Philippines, you name it.

We help you design the role (Function, Country, Comp Plan), and then recruit the best the country has to offer.

From there we help you set-up the tools/tech to employ them directly (instead of using an overpriced agency).

The result? A reliable employee who delivers results on-par with your onshore team at a fraction of the cost.

Before launching Well Oiled Machine, I spent a decade building my own agency from scratch. We hit $1.4M in EBITDA with 40 employees, 40% of them offshore. I went from working 60 hours/week to 35, and completely removed from daily ops. I know firsthand how transformative offshore talent can be when it’s structured right. Now, I help other firm owners & operators implement the same model I used to grow sustainably without burning out.

Wondering what that looks like? 

Here’s a success story from Josh, one of my favorite clients:

We partnered with Astra Works, a staffing agency working with Power, Infrastructure, and Renewable Energy companies. They had a high volume of searches but were not producing enough candidates to keep up with client demand. Their recruiters were spending all their time sourcing, instead of speaking with candidate.

We helped them hire Lei, a wicked-good Sourcer in the Philippines who came with nearly a decade of experience and a wry sense of humor. 

But did it work? I’d say so! 
The following Quarter they DOUBLED their Candidate Submittals and smashed their Placements goal for <$1,200/mo.

Enough about work, here's a bit about me:

After a decade of living in Los Angeles, I felt like a Pine Tree in Palm Beach: out of place. In 2022 I joined the Californian exodus to Colorado (very late to the party) and haven’t looked back.

I now live in a small mountain town (Evergreen) with my 4-legged sidekick, Willow. When I’m not whipping-up offshore solutions, I typically can’t be found. That’s because I’m as far from digital devices as I can be: climbing up a mountain, snowboarding, stomping & hollering at a music fest (hello, Telluride Bluegrass!), or writing in the woods.

If you're a recruitment agency owner ready to scale with less stress and more profit, let's connect.
Email me @ greg@welloiledmachine.co or DM on LinkedIn.

Greg Fischer

Want to take care of your Offshore Recruiter without spending a penny? Here's what we're doing for our colleagues in the Philippines-

Early Fridays.

Why is this important?

Hazel Fernandez is a full cycle recruiter here at WOM based-in PH. She normally works ~8am-5pm MST, which means her day typically ENDS at 8am her time.

This works during the week, but it totally tanks her Saturdays.

So we switched things-up: Mon-Thur 8am-5pm MST, 
but Fridays: 2am-11am

The impact to Hazel: she wraps-up at 2am on Friday, wakes-up 10am Satuday, and still has a true weekend.

For the business: Fridays become sourcing-heavy (that's fine, candidates rarely talk Friday afternoon anyways), and she can still take calls in the morning. 

Plus there's an understanding that she'll work late to close a deal or take a client call if that's ever needed.

Winning with a Global Recruitment Team isn't hard- it starts with taking care of the people who take care of you.

Greg Fischer, CPP

Recruiting top 1% Recruiters Globally | Founder @ Well Oiled Machine | admittedly obsessed with the Mountains ⛰️

Hiring an Offshore Recruiter usually does NOT work-out (7/10 times by my estimate). But one of the top reasons might surprise you-

Lack of Intentionality.

What does this mean?

Not being crystal clear on what you need in a hire. And often setting the bar at "we are backloaded with sourcing, need someone who can jump-in ASAP without F*ing it up."

Here's an example from a recent call I had with an agency owner.

They needed to hire a 180-Recruiter so that their 360-Recruiters could spend more time on sales.

They had a LatAm-based Sourcer, who would be a logical fit.

The Sourcer already knew the roles, and the company processes. Far faster to train them up than to go through a lengthy hiring process.

The problem?

The Sourcer lacked strong enough english and the confidence needed to get on the phone with US candidates.

The result?

They were capped.

This could've been avoided if the agency had the foresight to realize that the Sourcer role they were hiring for could be a stepping stone in to a 180 Recruiter role.

If they'd planned for it, then they would've only considered a candidate with the communication skills to get there.

This is why we spend 1-2 hours on "Job Design" at the start of the engagement. Not just focusing on the immediate need, but looking 1-2 steps down the road and hiring a candidate who has the runway to get there.

How much does a HIGH PERFORMING Sourcer earn in the Philippines / India? Here are some numbers based-on recent hires our clients have made:

Salary (Monthly)

Average: $1,275
Lowest: $950
Highest: $1,750

Expected Commission (Monthly)
Average: $225
Lowest: $150
Highest: $1,200

I said this Monday and I'll say it again- you absolutely CAN find experienced Recruiters / Sourcers willing to work for less, but it's rare to find a high-performer, and the good ones will likely leave when they realize what they're worth.

You certainly don't have to stop here. One of my favorite clients recently raised his Filipino team member's pay to ~$3,000/month because he believed she was worth it (and for the quality of work he was still getting a hell of a bargain).

Invest in your team and they'll invest in you.

The other day I was checking the mail and a neighbor came by to introduce themselves.

We exchanged pleasantries... chatted about the weather. Complained about how "things just aren't the same here any more" and then parted ways.

On a more serious note- truly feel like I'm living in heaven here in the mountains when connecting with wildlife is a daily occurrence.

Is your newly hired Recruiter going to work-out? Or will you have to pull the plug? Most agency owners can't answer this question until it's too late because they don't have clear expectations for the first 180 days.

The result?

If you ask most recruiters how they're doing 60-days in they say "I think I'm doing good. Aren't I?"

Owners will give you their "gut feel" without a concrete "Why."

The solution?

Set CLEAR 30-90-180 day "Milestones"

Here are ours for a 180-Recruiter at Well Oiled Machine who will eventually be averaging $300,000-$400,000/yr in placements.

30-days: Client Submissions: 8 (no placements yet, but they will soon!)

- Knows Workflows: i.e. process for submitting a Candidate, Updating ATS, etc.
- Planning (day / week): can be done independently
- Candidate Submissions: 2/3 do not need Manager Review
- Client Reports: 2/3 do not need Manager Review
 
90-days: Placement Revenue: $60,000 

- Candidate Submissions: 100% direct to clients, no manager review
- Client Reports: 100% direct to clients, no manager review
- Candidate Offers: Leads conversation with candidates
- Sourcing strategy: can build their own plan independently
- Client Conversations: can join (most) without Manager
 
180-days: Placement Revenue: $130,000 
- Highly independent: could succeed if Manager were offline an entire month 
- Intake Calls: could run without Manager present
- Offer Conversations: able to walk Candidate AND Client through them

Do this and you (and your new recruiter) will never be left guessing if they're "on track" to succeed.

From the minute I met Hazel I knew she was special. Not just her drive, integrity, and brilliant mind, but also her values.

Can't wait to watch her flourish here at WOM

Recruiting Top Recruiters Globally | Recruiter @ Well Oiled Machine

Happy to announce that I’ve joined Well Oiled Machine as a Recruiter!⚙️ 

I’m very much looking forward to working with Greg Fischer, CPP and Poornima Krishnan in helping recruitment agencies and staffing firms hire global recruiters and sourcers directly. 

It’s an exciting model: helping firms build international teams. I’m thrilled to be part of the team and can’t wait to get started!

Peer Groups have been lifechanging for me- both personally & professionally. I'm currently a member of FIVE, and decided to compile a list of ones I've been involved with.

Benjamin Mena - Elite Recruiter
Clark Willcox - Digital Recruiter
Keely Flood - Systematic Recruiter
Michael Alexander - Recruiter Collective
Ashley Woods - Time Rich Recruiter
Mark Whitby - Resilient Recruiter
Russell Liebowitz - Recruitemy
Tom G. Kosnik - Visus Group (the greatest concentration of large agencies I've seen)
Mike Williams - Pinnacle Society
Belinda Kerr - Recruitment Garage
Poornima Krishnan - the BEST International Recruiters (Coming Soon 😉)

What do I love about these communities?

1. The opportunity to learn from Peers who've been in your shoes
2. They're led by high-performing leaders who are happy to share their knowledge
3. They often invite industry experts to host workshops (I've personally led one for all of these)

Do you participate in any Entrepreneur or Recruiter communities? If so, share them below!

Want to know what it costs to hire a HIGH PERFORMING Recruiter in LatAm? Here's an exact breakdown of compensation rates and performance expectations for experienced Full Cycle (180 Recruiters) we've placed over the past year:

Monthly Rates:

Lowest Salary: $1,800
Average Salary: $2,703
Highest Salary: $4,200

What do our clients expect?

It ranges considerably, but for a true 180 Recruiter the MINIMUM we typically see is $300,000 in total placements.

(or $150,000 if you only allocate 50% of the placement to the recruiter who Sourced + Managed the candidate).

The high-end? One of our clients is aiming for $700,000 on their recent hire.

Commission is an absolute MUST. It can range considerably; but it usually between 5%-15% of total placement value. We do 10% here at WOM, which is a little above-market.

Can you find a Recruiter who's "willing" to take less? Absolutely, but the odds they'll perform on-par with a US Recruiter are considerably lower.

More often than not you "Get what you pay for?"

PS Comp Plans for Filipino / Indian Sourcers coming manana.

Training a new Recruiter is HARD. Here's one of my favorite exercises that helps them learn fast while freeing-up the manager's time:

We call them: "Client Case Studies" and have our Recruiters work on them in the off-hours when they aren't doing hands-on training with their manager:

Here's the exact framework:

1a. Listen to a Kick-off Call Recording (along with the JD)

1b. Create: 

A. Written Outreach Copy (i.e. for an InMail)

B. Call Checklist: 
- What you’re looking for in candidates 
- Talking Points 


2a. Review 3 calls with candidates (along with their resumes) and

A. Rate them A, B, or C & Decide if you'd submit them. Be prepared to explain why.

B. Determine a communication rating for each (we use a 5-point scoring system)

C. Write a submission email for your favorite candidate 

Not only does it give the Recruiter low-cost practice reps, but it creates multiple opportunities for the Manager to teach & coach once the assignment is complete.

We do 3-4 of these during the first two weeks of onboarding, and routinely hear that it's one of the most valuable parts of the proccess.

Agencies who care about their international Recruiters don't pay them through Upwork. We had 18 team members outside of the US and their #1 request was to pay them through another platform.

So why the hate?

Upwork takes 5-10% of their paycheck.

5-10%...
Without adding a lick of value.

And employers, the platform ain't saving you money either.
There's still that lovely 3-5% transaction fee.

There are a myriad of platforms that won't take a single penny, or peso from your team (and will charge you less in the process).

I've had exposure to ~20 and currently use Thera, but am happy to make a recommendation if you Comment / DM with preguntas.

"Buenos dias Jefe- it's spanish day!" One of the many reasons I love working with an international team. They stretch me to grow. Often in uncomfortable ways.

Poornima Krishnan somehow convinced me that it'd be a good idea to practice spanish more (she's lived in Mexico for 8-years now).

So every friday we only (errr mostly) speak in Spanish!

It's stretched me to improve my spanish, but also reminded me how much damn much I respect recruiters who can perform at a high-level when english is their second language!

Looking forward to adding other "language" days as we add team members from other regions of the world...

Tagalog Tuesdays  👀 Hazel Fernandez??

Yes... the initial version of our logo was hand-drawn by yours truly... 
and then handed-off to a FAR more artistically talented designer to get to the finish-line.

Full story behind our name and logo will be shared on air (for the first time) in a LinkedIn Live with the one and only Richard D Rosner this thursday, 3/12 at 12pm CST!

The best part of this? The feedback from the 1st Recruiter we placed:
I've gotten not 1, or even 2, but 3 messages from Fernanda Sánchez Navarro since she joined the team in September sharing how incredible Ryan Butler and the team are.

It's stories like these- where an agency invests in their people, and gets an A-Player back in return that get me fired-up!

Treat people well and they'll do the same in return.

It was easily the crappiest days I've had this year...
and one of the most fulfilling too.
They call it "Type 2 fun."

Icy 40mph winds slicing my face like a swarm of dagger-wielding insects.

At times zero visibility.

The fear of being swept-up in an avalanche.

Burning things screaming "I CAN'T DO THIS" as they're forced to trudge through deep snow.

Truly miserable...
...and yet...
Deeply Fulfilling.

The invisible limiting voice inside our head that tells us what we are and aren't capable of proven-wrong as I push my body past its perceived limit.

The way my mind is stretched finding the route up the mountain with a broken GPS and near-whiteout conditions.

The "grin" on Lucca's face (my Husky) as she bounds through the snow. In her natural element.

The roar I let out after summiting just 45-minutes before our "turn back" time.

The voice inside my head that says "You did it Greg."

Those experiences simply don't happen in front of a computer or on a lazy Sunday stroll. 

They come when we face our limits, fears, and doubts and push through them.

My typical day is full of comfort and leisure, which is exactly why these "type two fun" experiences are so needed.

This was a fun one. more casual (in a good way) than most I've done. Fun digging-in to the "threat of AI" to recruiters

Staffing Industry Spotlight, sponsored by Ascen, an all-in-one Employer of Record for staffing companies, continues with Greg Fischer, CPP, Founder and Managing Director of Well Oiled Machine, an expert in building high-performing international recruitment teams.

Here are 4 major takeaways from our conversation:

-  Offshoring is not a "hands-off" solution. Treating global talent like casual freelancers is the primary reason initiatives fail. "Offshoring fails probably seven out of ten times... because the agency doesn't own it."

-  To see a return on international hires, agencies must move away from the "virtual assistant" mindset and toward specialized functions. "Someone is never going to master a job if they are doing ten different things."

-  While offshoring reduces costs, it requires significant energy in the short term. "I often talk clients out of doing this... unless they are fully invested in the individual."

-  AI tools for sourcing and screening are currently about 70% accurate. The future lies in offshore talent managing the tech to clean up garbage results and find the missing 30% of the talent pool.

Thanks, Greg, for all of the great insights. Catch the full interview to dive deeper into his advice for leveraging global talent to scale your staffing firm:

View newsletter: Staffing Industry Insider

Staffing Industry Spotlight is an interview series featuring leaders shaping the staffing industry, sponsored by Ascen, a leading back-office and empl

Open article: Staffing Industry Spotlight: Greg Fischer - Founder & Managing Director of Well Oiled Machine
 by Francis Larson • 15 min read

Staffing Industry Spotlight: Greg Fischer - Founder & Managing Director of Well Oiled Machine

I've hired 150+ Team Members over the years and I get it right ~70% of the time... but it used to be closer to 40%. One simple saying changed everything:

"If it's not a HELL YEAH it's a No."

I ask it to myself at every stage in the process.

And if the answer isn't an immediate "Yes" I move-on.

This came from doing extensive review of the successful and failed hires we had over the years.

100% of the time they weren't a "Hell Yeah" it didn't work-out.
And yes, some of the "Hell Yeahs" didn't either.

But the difference was stark.

To be clear, we don't hire by gut feeling.

We do 3-4 rounds of interviews, have a practical assessment, and look for 6 personality attributes in each hire me make.

We analyze the hell out of candidates.

We say "No" based-on Gut Feeling (Hell Yeah test).
Or if they don't meet our criteria.

But to say yes, they need to pass both.

Yesterday I shared how hires often fail due to lack of intentionality. Today I'll share what intentional hiring looks like here at Well Oiled Machine.

Our goal is to grow from our current team of 3 to 14 by the end of 2028:

CEO - that's me!
Managing Director x 1
Recruitment Manager x 1
Recruiter x 5
Sourcer x 1
Business Development Manager x 2
SDR (Appointment Setter) x 2
Executive Assistant x 1

Finding great Recruiters is the easy part, but I lose sleep over someday handing-off Management of Recruiters, Business Development, and eventually the business as a whole to a General Manager.

Thankfully I have time... and the opportunity to build intentionally.

So as we hire more Recruiters (plan is to add 2 more by EOY) I'm asking myself- "do they have the runway to eventually become a Manager, or maybe even the GM?"

And when we add a SDR in Q2 I'll ask myself- "can they eventually become a business development manager?"

If the answer is "No" even if they'd be great at the job I'm hiring for, it'll be an EASY pass.

By the time we're ready to start building our management team, we'll have several high-potential team members to choose from.

Talking all things recruitment

🎙️ New to streaming or looking to level up? Check out StreamYard and get $10 discount! 😍 https://lnkd.in/e2bxYpK5

Building a team is TOUGH- you have to add headcount to scale, but it feels like using a crystal ball to perform calculus trying to figure-out what role to hire for.

I've been there, and had to learn this the hard way.

On Wednesday 3/11 from 12:30-1:30pm EST I'll be joining the magnanimous Clark Willcox (yes, I did just drop that word... though I'm not entirely sure of it's definition) to lead a workshop on how to get it right.

The workshop is FREE to attend. 

Use the link to join the free Digital Recruiter community and sign-up for the class:

Open article: Digital Recruiter Academy by skool.com

“When should I hire a Salesperson?” Tough question. Here’s how we’re tackling it at Well Oiled Machine:

In classic “Greg fashion” I’ll start with important context:

I am capable of generating 3-4 new clients/mo, and 4-6 searches/mo (including our existing relationships).

This can comfortably support two Full-time Recruiters.

What this means: we have a phenomenal recruiter in Poornima Krishnan, and I’ll look to add a 2nd Recruiter next (announcement coming soon 🫢).

Another critical point: 

Poornima can run a search start to finish and handle most client conversations without me ie discussing candidate feedback.

Once our second recruiter is in the same place this means I’m essentially removed from the recruitment side of our business and can fully dedicate myself to bringing in a salesperson without delivery suffering.

Then it’ll be time to bring on a salesperson.

Our new recruiter should stay in march and be 70% independent by May, which is when I intend to have them start.

The role will begin as a SDR (appointment setter for me to close), with the goal of owning the entire sales cycle in 8-12 months.

I believe I can roughly double my sales output once a SDR is fully up and running after ~6 months.

Confident in this because we literally do zero cold outbound today.

This will allow us to get to a team of 4-recruiters at which point we’ll add SDR #2 (likely early 2027).

From there the plan will be to promote at least 1 of them to a Closer role, fully removing myself from day to day sales.

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taplio

The Battle

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Greg Fischer

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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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