Pricing
Step 1: Clarify your recruiter type. Agency Recruiter, Talent Acquisition, In-House Recruiter, Executive Search, Headhunter.
Step 2: Name your niche explicitly: tech, SaaS, fintech, healthcare, C-suite, engineering, marketing.
Step 3: Add a value proposition, for candidates (exclusive roles, fast process) or for clients (quality of hires, time-to-fill metrics).
"Tech Recruiter | Placing senior engineers at Series A–C startups | 300+ placements in 4 years"
Niche (senior engineers, Series A-C) + volume proof (300+ placements) builds instant credibility.
"Executive Search | C-suite & VP roles in B2B SaaS | Discreet, fast, founder-friendly"
'Discreet, fast, founder-friendly' answers the three biggest objections hiring managers have about headhunters.
"Head of Talent @ [Company] | Scaling engineering teams in hypergrowth | Sourcing, not just posting"
'Sourcing, not just posting' signals proactive recruiting philosophy, attractive to passive candidates.
"Talent Acquisition Lead | D2C & eCommerce | Built hiring pipelines from scratch | Always open to connecting"
The 'always open to connecting' CTA turns every profile view into a potential candidate relationship.
"Sales Recruiter | Placing AEs, SDRs & Sales Leaders at B2B SaaS companies | 150+ placements"
Specific roles (AE, SDR, Sales Leader) + niche + proof = easy decision for a hiring manager.
"Healthcare Recruiter | Nurses, PAs & Allied Health | Helping candidates find roles they love"
Candidate-first language ('roles they love') differentiates from transactional recruiters.
"Fractional Talent Partner for early-stage startups | On-demand recruiting, no retainer"
'No retainer' is a powerful hook for cash-conscious startup founders.
"Independent Recruiter | Climate Tech & Clean Energy | Connecting mission-driven talent with the best teams"
Niche (climate tech) + mission framing attracts the exact candidates that sector needs.
Yes, your niche is your biggest differentiator. A recruiter who specialises in 'B2B SaaS sales hiring' will always outperform a generalist in that segment. Be specific.
Use candidate-first language: mention the types of roles you place, the companies you work with, and what makes your process different. 'Fast-moving process', 'exclusive roles', and 'always confidential' are powerful signals for passive candidates.
Absolutely if it's impressive (100+, 300+, 500+). Placement volume is the strongest social proof signal for both candidates and hiring managers evaluating your credibility.
