Clark Willcox's Linkedin Analytics

I am so fired up. This week's Digital Recruiter bootcamp class was full of hard workers and amazing people. To say it was a blast is an understatement. The group was hungry to learn and ready to WORK. That is my favorite type of recruiter to work with. Really the only ones I have any desire to work with. And the collaboration, positivity and encouragement everyone gave each other was awesome to experience. Everyone in the group now has people that are rooting them on and they can exchange ideas with. Some of the results in just a couple of days? -One signed contract -Multiple new BD conversations -Everyone has a campaign launched -Everyone wrote and got feedback their content. We have our group follow up in a few weeks and I can't wait to see the progress. Next class starts April 21st. Limited spots because the small group is absolutely perfect. Link to sign up in my featured section.

Please keep going with the blatant AI posts. You’re doing the Lord’s work for me 🙏🏼 🚀🚀🚀🚀🚀🚀🚀 ****Especially you “marketers” taking client’s money then putting in almost zero effort on your client work.

Entrepreneur hustle content can be a nice ego boost. But is it getting you your next best client? Nope. I know this, because recruiters come to me wondering why their content isn't turning into leads. Hiring managers don't need another Gary V in their life. They might not even want one. They need to find a better recruiter to help them make a hire. Candidates are the same way. They need a job. Not a motivational speech from a skilled trades recruiter. Post content that demonstrates insights and stories on how you deliever results for people in their shoes. Do it consistently. If you don't know how to do that? We can fix that for you.

LinkedIn isn't dead. The way you're using it is. No more spray and pray No more one input AI content No more messaging that's pitching right away. Instead Be intentional Be thoughtful Be consistent That's how clients are adding 5, 6 and 7 figures of business to their bottom line. Or finding dozens or 100s of placeable candidates in those tough to find industries.

Personal posts are fine on LinkedIn but don’t expect qualified leads from them: Here’s what drives leads -Credible -Insightful -Competence aka wins Companies don’t want to waste their time with bad agencies. Maybe they already have. You have to put yourself in their shoes What’s going to make them go the agency route again? They have to ensure a better result and experience. Show them that, you’ll get the leads you want. So if you already have the wins and insight, your content should be driving plenty of lead opportunities. If it’s not, maybe it’s time to fix that and stop chasing clients over and over again.

“I’m so happy I decided to upgrade to the bootcamp.” Safe to say it was a successful launch of the 5 day bootcamp. The word of the week was SPEED. -Everyone got a transformed profile done by my team. -1 new contract signed from a post. -Multiple new biz dev conversations from campaigns launched within 48 hours. -Every wrote their own post in our content workshop day and get live feedback from myself and Ross Mayfield Enough of watching videos, $13,000 programs to tell you basic stuff and lazy AI agencies. Get quality work and systems done, fast. Know what you need for tech and what you don’t. Eliminate the noise and start getting meetings and more business. Put your candidate outreach on “auto pilot” Learn what actually works and doesn’t. This weeks newsletter covers what was learned this week. And how to make sure your LinkedIn works for you. Save time Save headaches Create content and messaging that works Without hurting your brand with lazy AI or pitches. Sign up to check it out:

The return of the Digital Recruiter Bootcamp is today. And every student is getting a surprise. Yes, I'm going to give them a running start (and/or audit) on outreach and content. Yes, it'll be personalized to each one of their desks. And they have access and continued monthly calls for 12 months. But more importantly is what everyone wants. "Can I just see content that would work for me." `) We're going to redo their profile for them. 2) We're going to do such a deep dive that we're going to create content for each one of them by the end of this week. Not just them writing it. But me. -Campaigns will be live. -Profiles will be optimized. -Content will be published. We don't mess around and just say a bunch of stuff with no action. We make moves over here. Because you can't be the next success story without publishing the work. Couple spots left if you want in. DM me.

Here's what to remember when you evaluate your content And how to eliminate content performance anxiety. Leads > Likes Those posts that get 100, 10,000 or a million likes? It doesn't translate to revenue the way you might think. Because sure people might enjoy stories of your family. And it is good to share personal stuff from time to time. But the reason people pick a service provider? Because they are great at providing the service. If you're not sharing those STORIES. Your content won't drive leads. So you can shortcut and get lazy with AI all you want (Ex: emojis and vague info) Or you can get to sharing your stories that your ideal market cares about. The ones that sharing over and over will inspire them to want to meet and work with you. For example. And I have these documented BTW, just ask and I'll share. 9 likes - $20,000 placement 9 likes - 40+ exclusive reqs with a new client 24 likes - new client All through text posts. No graphics, no videos. Nothing wrong with either but the point is, it's not likes or pictures. It's the message. That's what matters. Fix your messaging. Fix your targeting. Start getting leads.

Here’s what you absolutely have to consider with the LinkedIn algorithm when posting content 👇 Nothing Stop worrying about likes and being throttled. It doesn’t matter. Your main purpose of content marketing should be… “My ideal market HAS to hear this information and I prefer they read it from me.” People are stunned when I tell that I’m happy being in the 15-25 like range. But it’s proven over and over again, with myself and recruiters I coach or create content for… What matters is sharing insights and credibility that demonstrate you can solve their problems. That type of content rarely goes viral. What I do care about? Likes to impression ratio. If get 20 likes and 10,000 impressions, like I did last week, THAT tells me I hit on a topic my market cares about. Content should drive signals, not vanity metrics. Hope that helps 👊 If you want to learn more about writing content that drives revenue, check out my featured section.

My "competitors" are getting smart AKA taking all my emails and posts and putting it into chat gpt for their own copy. Awful lot of "original" systems & offers & "original" emails out there. Imitation IS the sincerest form of flattery. Reminds me how ahead of the curve I am 😎 You can copy my copy all day. But you still have to have the goods on the back end. Do you show up when it's hard after you take the $$$ Or just when it's easy and just to get the sale?

A recruiting myth? That you need to be always online. You don't need to answer emails at 9 PM. You don't need to work weekends. You don't need to be available 24/7. What you need is boundaries and systems. Top billers aren't working more hours. They're working more effectively during business hours because they've built processes that let them focus on high-value activities. They've trained their clients on how to work with them. They've established when they're available and when they're not. And here's the secret: clients respect them more for it. And here's another secret: when you have boundaries, you don't mind messaging outside business hours because you want to, not because you have to. When you're available all the time, you signal that your time isn't valuable. When you set boundaries, you signal that you're a professional whose expertise is worth respecting. Stop believing that burnout is the price of success in recruiting. It's not. It's just the price of poor systems. Easiest place to start? As they say, fish where the fish are. For you? That's LinkedIn.

Inbound lead > 3 executive placements > during Hurricane Helene cleanup This is on the Mount Rushmore of Digital Recruiter success stories. And it couldn’t have happened to a more humble, kind and an overall awesome person in Matt Sieber A recruiter who is so good at what he does, knows his market inside and out and is at all times gracious. He called me from his daughters phone SIX hours after Hurricane Helene hit his property. Just because he didn’t want to be late and wanted to work together. I was stunned and immediately told him to take care of his family, we’d chat soon enough. But it left an impression. I was going to make sure Matt got his mojo back. And it only took 2 weeks. The man upstairs was watching over us on that one. Congrats my friend, you deserve every bit of this new reality you have in your business.

Man, I was so naive when I first started Digital Recruiter. I figured people would buy a program and show up to calls! Turns out, some people don't want to do that. Or they thought I had one message template that would SAVE their business. What in the world? Here's how I operated and it was clear upfront. Get on calls with me, and we'll build and fix your automation. Then we added content, so we'll audit and fix your content. h/t Ross Mayfield for being an OG coach. Here's what I also got wrong. I thought everyone knew how to sell. Crazy, I know. I took my Aerotek training for granted not realizing people made good money with roles falling in their laps. So they would get opportunities but then have no idea how to close them. So I brought in Keely Flood to help with sales. The course part of the program was the last part to get built. Now we have an insane amount of terrific content thanks to all the coaches, Cristina Rexach & Mady Willcox And guess what? Most people don't go through the material fully. What I've experienced enough to know now? People are going to do what THEY want to do. My job is to weed out the ones that want to buy something to feel good. I want the ones that buy because they can't WAIT to work together and get better. Whether it's us creating content for them. Or they buy a course and follow all the steps to a tee (h/t to my friends Tim Gandee & Jessica Oliver, PHR) My respect level for recruiters who IMPLEMENT has sky rocketed. Implement with an attitude of "If I keep this going, this will work" and sure enough it does. Or the ones where it works right away, h/t Walker Freeman M.S. and they still keep going 2 years later! What's the point in all of this? Embrace the stage you're at. Keep putting in the reps. Get the wins. Raise your prices. Learn from the lossess. And keep going.

Your success as a recruiter isn't determined by how good you are at finding candidates. It's determined by how good you are at choosing clients. What causes the desperation in taking on bad business? Not having a system and approach that can reliably get you quality at bats. Now, I see plenty of people selling systems. It’s the approach that isn’t getting talked bout. Until now. Recruiters are learning that the tech stack and systems won’t save you. Only you have save you. Fix your approach by knowing your market. Once you know your market, you can weed out the good eggs from the bad. When you have enough in the pieoleon, then you have the courage to do it.

A couple years ago I warned recruiters of a new virus... Apparently it only got worse. 'Shiny new software syndrome' is taking out recruiters in huge numbers. Zoominfo, Clay, AImylife, etc. I talk to recruiters daily about all the tech that didn't work out. Thousands, if not tens of thousands, on that one tool that'll save their business or get them to scale. Why didn't it work? Never used it Got confused and gave up. Or more likely... The tech didn't change that they didn't understand proper outreach. And what hiring managers respond to. They are sending out generic, unfocused messages that solve no problems for a business and result in zero placements. And typically they are all focused on the recruiter and their agency. New tools won’t make you better if you’re not positioned well. If your marketing doesn't stand out, your messages are easier to ignore - or worse - annoying. You'll get a fraction of the results for the same effort someone else is getting that is in front of their market every single day. Is there a time and a place for that ZoomInfo subscription, Clay or an ATS upgrade? Sure, but you should have a legitimate vision of who you’re here to serve, or those bigger better tools will do nothing for your business. …Except burn through your best leads quicker.

AI depicts my battle against rocket emoji AI content My verdict AI for graphics = super fun AI for lazy text content = not fun

Recruiters don’t need to worry about TikTok trends or getting followers on Instagram. You don’t even need to worry about going viral on LinkedIn, which in 2025 is the only social media site that recruiters really need to be on. What you need is to get in front of your audience a 2-4 times a week. Let them know what kind of work you do, the kinds of problems you solve, and the types of businesses you help. Just make sure it's in your voice, not AI. Two posts a week is all any recruiter needs to stand out above the 95% of LinkedIn users who never post content. And when you combine this regular content with a smart outreach strategy, you’ll quickly become known as a force to be reckoned with in your industry. You might even become the only recruiter your client base would even consider doing business with. Just because you’re visible and the other 95% of recruiters are not.

Most recruiters are trying to boil the ocean. They work across multiple industries. They try to fill every role from entry-level to C-suite. They never say no to a search. And they wonder why they're struggling to gain traction outside of referrals. The most successful recruiters I know have a laser focus. They become experts. They know the talent landscape. They know the compensation bands. They know the companies that are growing and the ones that are struggling. When they reach out to candidates, they speak their language. When they talk to hiring managers, they add real value. Yes, specializing means saying no to potential business. But it also means becoming the only recruiter your ideal clients would consider using. Stop trying to be everything to everyone. Start being the definitive expert for someone. Watch your cold prospects turn warm and start responding to you instead of ignoring.

Too many people got into recruiting thinking it would be easy. The money machine printing of 2020-2022 fooled many. Here’s the reality check. It’s sales. You’re going to face rejection. You’re going to make mistakes. And there will be days when you question everything. But here’s what they don’t tell you: That’s normal. Recruiting is a journey, not a sprint. It’s tough, but the ones who stick it out are the ones who succeed. Focus on building your skills and learning from your failures. If you invest in a tool or coaching. Don’t expect immediate results. Plan for long-term success. The recruiters who thrive are the ones who don’t quit when the going gets tough. They self reflect, they keep improving, keep learning, and keep going. You look at any long term successful recuriter and what do they have it common? Persistence. Through ups. Through the downs. They evolve. They stay with it. That’s how you win consistently in recruiting.

I want to like and comment on your post. Here’s what’s stopping me -blog style headlines in all caps -rocket emojis -at this point, almost any post with more than 2 emojis and any in the headline Use your voice. Is it harder to figure out? Yes. Will you start giving yourself a real chance to get the results you want? Also yes.