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....

undefined undefined

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

You promoted your top performers into Ops Management. Now you're still handling escalations, 
client complaints, and performance gaps yourself because the ops layer isn't built yet. 
I fix that. 

I work exclusively with BPO Owners scaling from 50 to 500 seats. 

In 5 weeks, I turn newly promoted Ops Managers into structured, KPI-driven operators using 
your reports and dashboards, WBRs and Processes. 

This is a bootcamp, not theory. 

By the end: 

- They run disciplined weekly reviews without you in the room. 
- They take absolute ownership of their KPIs and daily operations. 
- They communicate directly and confidently with clients. 
- They stop escalating every decision to you. 

I work fractionally and temporarily to install capability, not create dependency. When I leave, 
your team runs without me. 

If your delegation layer feels fragile or you're still the one holding everything together, let's talk.

Paolo Papandrea

Most Call Center Managers Don’t Know the Numbers They’re Accountable For.

I met an Operations Manager who had been promoted three times.

Each time, the reason was the same:

“She’s great with people.”

And she was.
Her team loved her.
Her attrition was the lowest in the building.

But nobody checked whether she could read a capacity plan.
Nobody asked if she understood shrinkage.
Nobody trained her to challenge a utilization formula that had been quietly wrong for two years.

Then the client called.

A SLA penalty was on the table.

And she sat in that meeting with every soft skill she had.
And nothing to say.

The servant leadership training she went through hadn’t prepared her for that.

Here’s what I see again and again in BPO operations:

Companies promote people for the skills they can see.
Personality. Communication. Attitude.

And they completely ignore the skills that protect the business:
Data literacy. Workforce planning. Root cause analysis.

She wasn’t failing because she lacked heart.

She was failing because she had been set up to fail from day one.

The “accidental manager” isn’t a myth.

It’s the most common leadership story in outsourcing.

And it’s not just a leadership issue.

It’s a business risk.

Freshdesk Admin Expert Certification

Google Data Analytics

Six Sigma Green Belt (CSSGB)

Microsoft Excel 365

Google Project Management Certificate

CEFR - English C2

CEFR - Spanish B2

Skills: Customer Service Management · Microsoft Office · Customer Service · Management · Customer Oriented · Six Sigma Green Belt · Microsoft Excel · Customer Service Operations

Fractional Operations Manager

Skills: Customer Service Management · Microsoft Office · Leadership · Customer Service · Management · Customer Oriented · Six Sigma Green Belt · Microsoft Excel · Customer Service Operations · Contact Center Management

Group Manager

Head of Operations

Skills: Customer Service Management · Microsoft Office · Vendite · Leadership · Sales · Customer Service · Management · Customer Oriented · Salesforce.com · Microsoft Excel · Customer Service Operations · Contact Center Management

First Line Manager

Skills: Microsoft Office · Vendite · Sales · Customer Oriented · Microsoft Excel

Account Manager

Channel Sales Account Manager

Skills: Customer Service Management · E-commerce · Microsoft Office · Leadership · Customer Service · Customer Oriented · Microsoft Excel · Contact Center Management Customer Care Team Lead Mar 2010 - Dec 2011 · 1 yr 10 mos

Customer Care Team Lead

Skills: E-commerce · Customer Service · Customer Oriented Customer Care Representative Nov 2008 - Mar 2010 · 1 yr 5 mos

Customer Care Representative

Skills: Customer Service Management · Leadership · Customer Service · Customer Oriented · Contact Center Management Supervisor of Customer Service Jan 2006 - Dec 2007 · 2 yrs

Supervisor of Customer Service

Skills: Customer Service · Customer Oriented Customer Service Representative

Customer Service Representative

Tax Preparer

Operations Management | Six Sigma Green Belt | I keep Operations in order | Data Driven People Person

I help small and mid-size BPO Call Centers turn first-time Ops Managers into confident operators in 5 weeks

Here’s the problem with your Call Center:
You didn’t promote an Ops Manager.
You just upgraded a Team Leader’s headache.

I work with fast‑growing BPOs.
Multiple clients. Multiple campaigns. Same mistake every time.

And here’s what I’ve learned.

A Team Leader is paid to lead people.
An Operations Manager is paid to manage a system.

They need:

Clear levers to pull (WFM, QA, capacity, processes)

Clear ownership of the numbers (WBRs, dashboards, client narrative)

Clear distance from the floor (time to think, not just firefight)

That’s it.

The wrong promotion keeps them in the queues.
The right promotion pulls them out to redesign the queues.

The wrong promotion gives them a title.
The right promotion gives them authority and a playbook.

The wrong promotion turns them into a senior TL with more meetings.
The right promotion turns them into the person who can run the operation without you.

Promoting your best TL does not create an Ops Manager.

It exposes the gap between leadership and management.

If someone only manages when they are managed by you,
the problem is not their potential.

It’s your promotion standards.

Real Ops Management rewards systems thinking.
It exposes glorified Team Leaders.

Define the role.
Build the bridge.
Promote managers, not just your nicest TL.

Operations is full of amateurs.
They didn’t say it out loud, but the message was clear.

I once walked into an audit where WFM and QA were speaking like this:

“We told Ops what to do.”
“They didn’t do it.”
“So Ops is the problem.”

I’m sorry to break it to you, but support teams are not the jury.

They’re the pit crew.
And, bold statement, they should first look at what they’re doing.

I asked them to open one of the reports and walk me through the calculations.

I started seeing manually inputted data, averages of averages, and other Excel horror stories.

When I pointed out all the inconsistencies, the room went silent.
There was no more “Ops is the problem.”

And for a moment, I thought we'd found the issue.

But we hadn’t.
Not the real issue.

The truth? They weren’t entirely wrong.
Ops was the problem.

Because here’s what I didn’t say out loud in that room:

WFM didn’t wake up one morning and decide to become the boss.
QA didn’t suddenly appoint itself judge and jury.

They filled a vacuum.
And that vacuum had a name.

The operations manager had never set the rules.
Never defined who advises and who decides.
Never looked into those reports.

So slowly, without anyone noticing, the pit crew started driving the car.

And she sat in the driver’s seat defending results she didn’t design, in a system she had quietly handed over to someone else.

This is the conversation nobody wants to have.

Because it’s easier to audit the spreadsheet
than to tell a manager:

“The data was broken. And so was the hierarchy. And you let both happen.”

That wasn’t just broken data.
It was broken authority.

And that’s much harder to admit.

But that’s what actually changes things.

Last year, I was mentoring a junior Operations Manager.  
We were in the middle of an audit, and I asked WFM for a specific report.  

They came back with a question I’ve heard a thousand times:  
“Why do you need that report?”  

My answer was simple:  
“I don’t need it. I want it”  

Because need always comes with justification.  
You need to prove something is broken, defend the request, and explain the pain.  
Want doesn’t.  
Want comes from curiosity, ownership, and the decision to see more than the minimum.  

They looked confused.  
Because in that operation, reporting only happened when something was broken.  

Three weeks later, that same report landed in front of the call center owner.  
He studied it for a few minutes, went quiet, and then said:  
“There’s room to grow here”  

He used that report to propose a ramp-up to the client.  
More volume.  
More revenue.  
Same operation.  

Later, WFM came back to me and said:  
“Now I understand why you needed that report”  

I told them:  
“No, you still don’t. Because you’re still talking about needs”  

Needs are reactive.  
They show up when something is on fire and you’re scrambling for answers.  
Needs come with justification, pressure, and blame.  

Wants are proactive.  
They come from having your operation under control and wanting to stay ahead.  
You don’t wait for a crisis, you build the visibility that prevents one.  

When you only ask for data because there’s a problem,  
you’re already late.  

When you want certain reports every week, even when everything looks “fine”  
you’re telling everyone:  
“I intend to run this operation, not be surprised by it”  

If you don’t understand this simple difference between need and want,  
you’re not ready yet to be an Operations Manager.  

You’re still a firefighter.  
And operations leadership is not about putting out fires.  
It’s about preventing problems and generating revenue.

taplio

The Battle

Sam Miller

Paolo Papandrea

Followers

Posts

Engagements

Likes

Performance ScoreSam Miller's LinkedIn Performance

Performance ScorePaolo Papandrea's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Sam Miller

Paolo Papandrea

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Sam Miller's LinkedIn Performance

Performance ScorePaolo Papandrea's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreSam Miller's LinkedIn Performance