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I spoke to a recruiter Billing $1.5 Million Here's one question she asks EVERY candidate And it's BRILLIANT at getting her more leads "I've stopped asking candidates, 'who else is hiring?" when looking for leads. It's too obvious, and the gold is elsewhere. Here's what I do instead: I ask "Who's the most impressive person you've ever worked with?" This simple question delivers higher-quality leads than anything else in my toolkit. Why? Because when someone tells you who impressed them, they're not just giving you a name – they're giving you a pre-qualified introduction to someone exceptional. These aren't just random contacts. They're the standouts. The ones who made such an impact that someone remembers them years later. The best part is this approach lets you open your outreach with something impossible to ignore: "Hi Sarah, I was speaking with James today and he mentioned you were the most impressive product manager he's ever worked with..." Try ignoring that message. I dare you. The people your candidates admire are exactly the people your clients want to hire. But flattery only works when it's authentic. Don't embellish. Don't exaggerate. Just relay the genuine compliment. This isn't some sleazy sales trick – it's connecting great people with each other" (LINK TO PODCAST IN THE COMMENTS)

I interviewed a recruiter billing $1.5 million She wasn't born with a rock-solid mindset In fact, at one point it was her biggest weakness Top billers are sometimes treated like they're superhumans who've never had a bad day Like they emerged from the womb clutching a phone and pitching candidates. Well....they didn't. This particular recruiter used to: Drink heavily after tough days Treat her physical health as optional And was constantly pessimistic  Then, in her 30s, something shifted. Not overnight. And not by jumping up and down at a Tony Robbins Retreat Just simple, consistent changes: daily Podcasts that challenged her thinking A career coach who called out her bullshit Daily gratitude practice Now, when she falls into that familiar recruitment hole, you know the one, where your best candidate ghosts you and your hottest client freezes hiring,she doesn't stay there. She reminds herself she's actually lucky to be doing this work. And she climbs out. Faster each time. Million-dollar billers aren't robots with flawless mindsets. They're humans who've just spent more time wrestling with their mental demons than you have. Not some magical talent. Just more practice.

This Recruiter was billing $600K Then he built a small team of delivery recruiters And he jumped to $1,000,000! Here are the biggest needle-moving strategies that made his 180 team so effective.... 1. Every 180 recruiter had ONE non-negotiable metric: 50 new candidate conversations per week. No exceptions. 2. He didn't just throw them in the deep end. Extensive training on which questions to ask. Which objections to handle. Which stories to tell. 3. Here's the genius part - shared commission structure. Suddenly, competition became collaboration. Your win was my win. 4. Weekly 1:1s with every single person. Not quarterly. Not monthly. WEEKLY. Because momentum matters. 5. Friday coffee meetings with the entire team. Review the week. Plan the next. Build culture while building revenue. Solo, he was able to do 35 searches per year With 4-5 trained 180s, he was able to hit 90 engagements per year (while keeping clients very happy) The takeaway... If you're a recruiter stuck at a revenue ceiling, maybe the answer isn't to grind harder. Maybe it's to build your bench. Find hungry 180s. Train them right. Share the wins. Watch your billings explode. ---------------- Today's Guest is Steve Sova Steve specialises in tax and accountancy At his previous company, he was hitting around the 400-600K mark consistently Then he was in charge of putting together a team of 180 recruiters Shortly, his billing shot up to $1,000,000 plus In Today’s Episode, we’ll be talking about… How to build an elite, efficient team of 180 recruiters The exact BD tactics that Steve used to bill consistently high numbers

Some of the most brilliant recruiters struggle to demonstrate their expertise. And it's losing them business.... Recruiters who can't showcase their industry knowledge are invisible to the clients who need them most. And it's typically because they just don't know how to communicate it. This means you end up blending in with every other recruiter, Clients can't see what makes you different. So they default to whoever's cheapest or most convenient. The best recruiters don't just talk about their network. They demonstrate deep industry understanding that makes clients think: "This person gets our challenges better than we do." True story: I worked with a recruiter nobody knew 6 months ago. Deep expertise. Zero visibility. Today? 1 million+ impressions. And every post shows exactly how much she understands her clients' problems. Some of the biggest industry leaders are now in her DM's Not the other way around. Moral of the story? Your expertise is your edge. But only if people can see it.

Reminder for all recruiters Who want to win more business from LinkedIn: Every conversation you have is content The Candidate looking for another Job The CEO who can't retain his staff The Hiring Manager who's time poor and can't find anyone All of this is real pain that you can solve And you should be feeding it back to your network in creative, insightful ways. Do this 2-3 times week for a couple months And you'll start way more conversations (And most likely win more business) Give it a go

This recruiter hit $600k in his second year on the job Here's one thing that he said changed his hunger Working on pure commission (No base salary) 


 Hazen Enman started recruiting at 22 with zero base salary. His mom (who owns the agency) told him: "I'm not paying you a base salary. You're pure commission." Most people would run. Hazen thrived. Here's what he discovered about the pure commission mindset: 𝗜𝘁 𝗳𝗼𝗿𝗰𝗲𝘀 𝗶𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲 𝗮𝗰𝘁𝗶𝗼𝗻: "When you don't have something to fall back on, it breeds motivation. You have to be money motivated to do this job." 𝗜𝘁 𝗲𝗹𝗶𝗺𝗶𝗻𝗮𝘁𝗲𝘀 𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝘇𝗼𝗻𝗲𝘀: No safety net means no room for complacency. Bad weeks hurt immediately, forcing course corrections fast. 𝗜𝘁 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗶𝗻𝗴 Every call, every email, every candidate interaction directly impacts your income. You waste less time on low-value activities. 𝗜𝘁 𝗯𝘂𝗶𝗹𝗱𝘀 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝗳𝗮𝘀𝘁𝗲𝗿 When rejection means losing money, you develop thicker skin quickly. You can't afford to sulk after a deal falls through. The result? He went from $30k in his first six months to $600k in year two. "I've always been full commission. Our top performers are on pure commission at our agency," he said. Not everyone can or should work without a base. But Hazen's point stands: When your income depends entirely on performance, performance becomes everything. The hunger changes you.

A recruiter just started working with us In just 3 posts, he's racked up 460,000 impressions His inbox has been flooded with Directors and hiring managers. Here's why this matters. Before he signed up, he told me this: "My competitors are louder online, even if they're worse at delivery." And in just 3 posts we've generated more impressions and attention (from the RIGHT people) than most of his competitors will generate in an entire year. And we're just getting started. If you're a recruitment business owner and you're tired of watching inferior agencies get all the attention, let's fix that. I'll write you 2 posts for free and show you what happens when you stop sounding like everyone else. DM me if you're interested.

I want to shout out all the recruiters Who are obsessed with improving their Service While your competitors are just focused on making more money You're building indisputable proof of the value you bring to the market Keep doing that Because chances are you'll outgrow, outlast and outperform your competitors It's just a matter of time...

Friday Reminder for recruiters... With just 12 months of EXTREMELY focused work You could be in a completely different position - Different income - Different salary - Different opportunities - Surrounded by different people - Different mindset Never underestimate how much you can accomplish in 365 days With the right work ethic and intention

Reminder for recruiters... The less a client pays The more problems they will cause

I spoke to a recruiter Billing $1.5 Million Here's the EXACT volume she's putting in every week In order to hit those insane numbers… → 300+ cold calls per week → 10 new candidate screens weekly → 1-2 candidate profiles sent to 30-60 hiring managers → 7-8 follow-ups on EVERY. SINGLE. HIRING MANAGER She works 7:15 am until she's done. (sometimes leaving the office at 7-8 pm) She works weekends when needed. It isn't glamorous. It isn't balanced. It isn't for everyone. But here's the truth… The recruiters billing $1M+ are putting in an extraordinary amount of work There are no shortcuts. Just gotta put in the work. (FULL PODCAST BELOW)

The single greatest skill you can develop as a recruiter Is the ability to continue doing the work Even when you're having a shit day

Recruiters......I’m in a bit of a pickle. We need a podcast guest for tomorrow! Here’s why you might be interested… Ben and I get over a million organic impressions monthly ( each ) not because we're special, but because we have real conversations with some of the best recruiters around the world - I'd love to drive some of this traffic to your brand. Join our wall of fame alongside some seriously successful billers. People who've shared their stories, strategies, and occasionally their failures (those episodes always do best). A few guests have even won business from appearing. Not promising anything, but it happens more often than you think : ) If you've got recruitment insights and experiences you want to share please send me a DM with a brief intro as to who you are and your story! Worth an hour of your time?

This Recruiter went from $30K to $557K in ONE quarter. This isn't a typo. She multiplied her billings by 18x.... How? While everyone else was hammering hiring managers with generic sales pitches... She was building GOLD MINES of candidate intelligence. When she calls a hiring manager, she doesn't say: "Got any jobs?" She says: "I've just spoken to the senior developer who solved [SPECIFIC PROBLEM] at [COMPETITOR]. He mentioned you might be facing similar challenges with your [PROJECT]." The result? Hiring Managers want to speak with her Hiring managers want to work with her. Hiring managers respect her Want the full breakdown of her strategy? Check out the FULL podcast below, where we interview Elizabeth Kennedy for 50 minutes straight and extract some GOLDEN NUGGETS of information. P.S She went on to bill $1.5 million by the end of the year.

I spoke to a recruiter billing £1,000,000 He will NEVER just blindly cold call a client He'll always gather relevant information first… "I know, I heard, or I saw..." That's how this recruiter starts EVERY business development call. Instead of cold-calling blindly, he gathers specific intelligence that makes it impossible for clients to say no. For example, he once landed a major enterprise client after learning from a candidate that an ex-contractor had left an API open - costing the company $200,000 in cloud fees. His opener? "I heard one of your ex-consultants left an API open and it cost you around $200,000 in cloud fees. I work with specialists who've solved similar issues for my other clients." But this approach doesn't work without the right candidate strategy. Here's what he does: 1. He focuses on candidates from companies with the "highest bar to entry" - knowing if they've passed those rigorous interviews, they're likely top performers 2. His calls uncover precise challenges these candidates are solving, which becomes ammunition for his BD conversations 3. Every candidate conversation fuels his market knowledge about hiring structures, contractor volumes, and decision-makers Great reminder for recruiters The right candidate strategy will FUEL your BD.

Most recruiters give up after 2 follow-ups The $1.5 million biller I spoke with last week? She follows up 7-8 times with EVERY Prospect. Not the standard "just checking in" either. Each message adds new value. A market insight. A client update. Something that matters. When I asked why she's so persistent, here's what she said.... "Everyone else quits at 2" "I get MOST of my wins on the 7th touch point" She's built her entire book of business in the gaps where most recruiters surrender. The difference between average and exceptional isn't talent. It's tolerance for feeling uncomfortable. So that follow-up you're nervous about sending? The prospect has probably forgotten your earlier messages anyway. Your only real competition is your reluctance to hit send.