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 international and Japanese law firms in Tokyo hire the partners they actually want to keep.

Before I was a recruiter, I was a lawyer. Originally from New Zealand, I’ve spent the last 20 years in Japan, working with firms on some of the most complex, senior-level legal searches in the market.

These days, I focus exclusively on partner and team moves. I advise firms on strategy, identify top-tier talent, and help both sides make decisions with clarity and confidence.

Recent successful mandates (all Tokyo) include:

→ Corporate Bengoshi Partner | US law firm — The firm needed someone who could originate work independently and bridge Japanese and international client relationships. After a confidential, months-long process, we identified and placed a candidate who wasn't actively looking.

→ Project Finance Partner | International firm — A niche within a niche. Project finance expertise at the partner level in Tokyo is genuinely scarce. We mapped the market and surfaced candidates others had overlooked, securing a placement the firm had been unable to make for over a year.

→ Corporate Bengoshi Partner | Leading Japanese firm — Japanese firms present unique challenges: internal consensus, discretion, and candidate reluctance to move. We navigated all three to deliver a candidate the firm hadn't been able to reach on their own.

→ Corporate Partner | Top-tier US law firm — A repeat client engagement, and a placement that made waves in the market.

Clients say they value my straight talk, extensive market knowledge, and ability to navigate the nuances of Japan’s legal ecosystem. I take on a small number of retained or exclusive searches at any one time, and always aim to deliver with quality, not quantity.

If you’re hiring, curious about the partner market, or just want an outside view, feel free to reach out.

📧 paul.cochrane@definitive-consulting.com
🌐 www.definitive-consulting.com

I also lead Just Search Group, a group of specialised recruitment businesses - including Just Legal, Just HR, and Definitive Consulting Group Japan - focused on professional services searches across APAC. In addition to growing the Group, I coach recruiters on sourcing, sales, and long-term success in search.

🌐 www.justsearchgroup.com

Paul Cochrane

Personal development and continuous improvement are extremely important to me. I'm constantly trying to improve - literally on a daily basis - in every area, even on the small stuff.
 
Every recruitment firm talks about training and development, but other than perhaps some initial classroom time, a lot of it is just flowery language to attract people.
 
Since Scott Wallace joined Just Search Group, he's made a massive contribution in establishing a structured training plan, building on some great work that Jason Lewis did last year. 

Scott's now leading this on a weekly basis, with the goal of developing our consultants and billers to achieve their own personal goals and objectives.
 
We recently had the pleasure of bringing in David Wolstenholme to run a personal branding workshop for us. I don't think the team knew what to expect, but I could tell it was genuinely eye-opening and invaluable for them.
 
We also have an in-house headhunting programme, courtesy of Definitive Consulting . Headhunting may not sound that difficult, but doing it well is another matter entirely. Very few people in the industry headhunt well, and we take a lot of pride in this.
 
We're not stopping there, though. We have plans for additional training and development initiatives, all aimed at delivering high-quality service to our clients and candidates.
 
A message to recruiters in Tokyo: if you're not getting the development you want at your current firm, reach out to us. Scott's DMs are open!

Partner Recruitment for Law Firms in Tokyo | CEO, Just Search Group

Japan produces outstanding generalist partners. However, the global market no longer rewards generalists.
 
A high-profile Japanese Bengoshi partner I met recently said something refreshingly honest:
 
"I need one thing that makes me stand out."
 
This is a person doing sophisticated cross-border work. Trusted by clients. Senior. Busy. Successful by any domestic measure. And he's wise to be concerned.
 
Japan creates generalists by design. Clients expect breadth. Firms reward coverage. Saying "yes" matters more than saying "I'm not the best person for that."
 
Internally, that works. But externally, it's starting to become a problem.
 
Global clients and PE funds don't buy "I do a bit of everything." They buy clarity. They want a quick answer to a simple question: Why you?
 
The big Japanese firms are doing incredible work. Massive deal flow. Sophisticated mandates. But I'll go to a senior partner's profile, and there's one deal listed. Sometimes, nothing recent at all.
 
So the market has no idea what they're actually working on.
 
The smaller firms have the opposite issue. They list every practice area under the sun. Corporate, IP, employment, real estate, dispute resolution - you name it. And sure, maybe they do handle all of that. But when a client's looking for someone to solve a specific problem, that breadth just creates confusion.
 
If I can't quickly figure out what you're known for, I'm moving on - and I'm a recruiter! 
Imagine what a prospective client is thinking...
 
The partners doing well right now aren't necessarily the narrowest specialists. They're the ones who've chosen a clear external message, even if they're still doing more behind the scenes. One-to-many expertise. A repeatable deal type. A recognisable client problem they solve better than anyone else.
 
Being excellent at many things is still valuable. But being known for one thing speaks louder and more clearly to potential clients in today's market.
 
Not putting yourself out there hurts. So does showing up with a blurry profile.

Freshfields has launched a non-equity partner tier.

Probably about time. I'd imagine most firms that haven't already got one will follow suit. There are really only a few holdouts left committed to pure equity.

There are two sides to this.

On one hand, I think it's going to make it harder for those pure equity firms to grow. But it does make them more exclusive and sought after for some - and that's not a bad thing, particularly for the type of partners those equity-only firms are targeting.

As the article notes, this has largely been driven by Kirkland. They've had massive success - partly, at least, because they gave people a partner title and a genuine shot to prove what they can do. I respect that.

That said, I do feel there's quite a bit of "follow the leader" going on here - firms not wanting to lose out to what their neighbours are doing. I get that. But I do admire the firms that have their own strategy.

Either way, this keeps shaking up the legal market, which is good for the profession and for those of us in legal search.

Open article: Freshfields adds non-equity tier as market shift continues by nonbillable.co.uk

Freshfields adds non-equity tier as market shift continues

I’m in regular contact with a number of partners.

They’re not actively looking. Most aren’t even passively open.

But they always pick up when I call.

They keep their ears to the ground and know that more information is better than less.

Most of them I’ll never help move. And that’s okay.

What I do give them is information. And in return they share theirs - but more importantly, their reactions.

If one of them is immediately anti about something I’m working on, I start to rethink what I’m doing.

Conversely, they’ll often point out positives about an opportunity or a firm that I may be overlooking.

Sure, there’s a transactional element to these conversations. But I keep calling and they keep answering… so I guess I’m offering some value.

And I always appreciate their views.

Even when they tell me I’m barking up a tree I probably shouldn’t be.

taplio

The Battle

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Paul Cochrane

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taplio

The Battle

Sam Miller

Paul Cochrane

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Posts

Engagements

Likes

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

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