Podcast
The Resilient Recruiter
Hosted by Recruitment Coach Mark Whitby · EN
Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.
48episodes
Episodes
Newest firstAll episodes
How the Top 1% of Recruiters Win New Business in 2026 | Mike Williams, Jen Meyer, and Pree Sarkar
1w ago00:59:36Tap to summarizeWhat are the top 1% of recruiters doing differently to win new business in 2026? That's exactly what Mark Whitby wanted to find out. So instead of interviewing one guest, he brought together three Pinnacle Society members for a live panel discussion in front of more than 100 recruiters.Jen Meyer is Chief Revenue Officer at Govig and Associates, a firm doing $12 to $15 million a year. Mike Williams built Carnegie Search into a team of 15 and billed $1.5 million last year. Pree Sarkar runs a global firm from Sydney focused on go-to-market hiring for scale-ups and AI companies.They run successful businesses in very different markets, but there were surprising similarities in how they approach business development. Jen explained why companies going through layoffs can become some of your best client opportunities. Mike shared the simple accountability system that keeps his team on the phones every day. And Pree broke down the 90-day framework that led to seven of his last 10 client agreements.If you're relying on referrals and repeat business, this conversation is a reminder that the best recruiters never stop building a pipeline.In this episode:Why layoffs and restructures create high-value search work that never gets advertisedThe MPC approach that opens doors without the standard recruiter pitchMike's fifteen-calls-a-day accountability systemHow to build a prospect list by hand, and what company size to targetAd calls versus target company calls, and what each means for your feesPree's Brand, Win, Grow framework and the Fill strategyNets, Seeds and Spears: balancing short and long-term pipelineWhat to do if you need a search assignment in the next 30 daysBecoming "the recruiter for all seasons"Episode Highlights:[00:00] Intro[04:49] Why reputation and relationships won't build a repeatable pipeline[05:28] Jen targets companies that are downsizing, and why it works[09:56] Mike on why accountability beats good intentions[11:23] The fifteen-calls-a-day spreadsheet system explained[14:11] Why Mike builds every prospect list by hand[16:00] The company size sweet spot for director-level roles[16:51] Pree's three pillars: Brand, Win, Grow[18:35] Nets, seeds and spears explained[25:23] What each panellist would do starting over from zero[30:37] Why one hundred calls a day still matters in 2026[35:10] Ad calls versus target company calls, and the fee difference[45:00] Becoming "the recruiter for all seasons"[57:50] The one metric Jen says to measure every FridayPodcast PartnerRecruiterflow: AI-first ATS and CRM with built-in agents.https://recruitmentcoach.com/recruiterflowAbout the GuestsJen Meyer is Chief Revenue Officer at Govig and Associates, leading all business development. She has been in the industry for nearly 30 years, including 14 years running her own firm.Mike Williams is the founder of Carnegie Search, an engineering recruitment firm in Charlotte, North Carolina, with a team of 15.Pree Sarkar runs a global recruitment firm from Sydney focused on software sales and go-to-market hiring for startups, scale-ups and AI companies.Connect with the GuestsJen Meyer on LinkedIn Mike Williams on LinkedIn Pree Sarkar on LinkedInConnect with Mark WhitbyGet your free 30-minute strategy call: https://recruitmentcoach.com/strategy-session/Mark on LinkedIn | Twitter: @MarkWhitby | Facebook | Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter
Transcribe →LinkedIn Algorithm: How the Latest Changes Affect Recruiters | Richard van der Blom
2w ago00:55:35Tap to summarizeLinkedIn has changed how it decides who sees your content, and many recruiters are feeling the impact. Reach is down for most creators, engagement is changing, and tactics that worked a year ago are becoming less effective.Richard van der Blom has spent years studying those changes. His annual LinkedIn Algorithm Insights Report is now in its seventh edition, built from the analysis of 1.3 million LinkedIn posts published in the first half of 2026. His latest research suggests LinkedIn has fundamentally shifted from rewarding who you know to rewarding what you want to be known for.In this episode, Richard explains what those changes mean for recruiters, how topic fingerprinting influences your visibility, why random posting is hurting more than helping, and how AI is changing the way LinkedIn evaluates content. He also shares the four content pillars behind high-performing posts, why newsletters are becoming one of LinkedIn's most underused tools, and what recruiters should change now to stay visible.In this episode, you'll discover:Why LinkedIn's latest algorithm changes are reducing reach for many recruitersHow topic fingerprinting determines who sees your contentThe four content pillars behind most high-performing LinkedIn postsWhy your profile matters as much as the content you publishHow LinkedIn is detecting AI-generated contentWhy newsletters are becoming one of LinkedIn's biggest opportunitiesWhat recruiters should change immediately to improve their visibilityEpisode highlights:[04:47] LinkedIn's shift from a relationship graph to an interest graph[08:41] Topic fingerprinting and why your profile matters[19:19] The four content pillars behind successful LinkedIn content[38:38] Which LinkedIn formats are performing best in 2026[43:27] The LinkedIn Loop Cycle explained[48:05] AI detection on LinkedIn and the reach penaltyAbout RichardRichard van der Blom is the founder of Just Connecting, a LinkedIn training and consultancy agency. He has been helping businesses use LinkedIn since 2010 and has published the LinkedIn Algorithm Insights Report every year since 2020. His latest report analyzes 1.3 million LinkedIn posts and is widely referenced by organizations including Salesforce, PwC, and Nestlé.Connect with Richard:LinkedIn: https://www.linkedin.com/in/richardvanderblom/Website: https://www.richardvanderblom.com/LinkedIn Algorithm Insights Report 2026: https://sales.richardvanderblom.com/content-algorithm-playbook/Connect with Mark Whitby:Free Strategy Session: https://recruitmentcoach.com/strategy-session/LinkedIn: https://linkedin.com/in/mwhitbyInstagram: @RecruitmentCoachSubscribe to The Resilient Recruiter so you never miss an episode.
Transcribe →How AI Is Helping Recruiters Bill More, with Jordan Shlosberg
3w ago01:04:21Tap to summarizeRecruiters don't need AI to replace conversations with candidates or clients. They need AI to give them more time for those conversations. That's the philosophy Jordan Shlosberg has built his entire business around.Jordan is the founder of Atlas, an AI-first CRMx built for recruitment agencies. Before Atlas, he built proSapient, an expert network platform, scaling it to $40 million in revenue and 300 people across four or five offices before stepping back from the business in 2022.In this episode, Jordan explains where AI is already helping recruiters bill more, and where he thinks it has no place at all. He argues that business development, not delivery, is the real constraint on agency growth. He also shares why he uses Claude alongside his CRM to run his own business, and the simple test he applies to every new piece of technology. If you've been experimenting with AI but aren't sure how to turn that into more billings, this conversation gives you a clear way to think about it.In this episode, you'll discover:Where AI helps recruiters bill more, and where it shouldn't be usedWhy specing a candidate to a client used to take a day, and what that looks like nowHow Jordan decides whether to use Claude or his CRM for a given taskWhy business development, not delivery, is the real constraint on agency growthWhat "micro AI" means, and why Jordan avoids building one big flashy featureThe one test Jordan applies to every new feature before it shipsWhat Jordan thinks every recruiter should try in the next 90 daysEpisode highlights:00:54 From building proSapient to $40 million to launching Atlas08:23 The hiring mistake that dropped Jordan's Glassdoor score to 2.230:18 Where AI is genuinely good in recruitment today, and where it isn't34:20 Why Jordan uses Claude over ChatGPT to run his own business47:19 The search Atlas can run that no one else can do yet59:39 Why business development, not delivery, is the real constraint on growthPodcast Partner: This episode is sponsored by Atlas, the AI-first CRMx built for recruitment agencies. For more information, visit recruitmentcoach.com/atlas.About Jordan: Jordan Shlosberg is the founder and CEO of Atlas, an AI-first CRMx built for recruitment agencies. He previously founded proSapient, an expert network platform, which he built to $40 million in revenue and 300 people across four or five offices before stepping back from the business in 2022.Connect with Jordan: https://www.linkedin.com/in/jordanshlosberg/https://recruitwithatlas.com/Connect with Mark: Free 30-minute strategy call: recruitmentcoach.com/strategy-session/ LinkedIn: linkedin.com/in/mwhitby Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter so you never miss an episode.
Transcribe →How to Bill $1.29 Million Without Sacrificing Family Life, with Emily Audibert
4w ago01:04:10Tap to summarizeEmily Audibert billed $1.29 million in 2025. She did it while eight and a half months pregnant with her third child, living in a 750-square-foot cottage for six months during a home renovation with her husband, two young boys, and a 70-pound dog.Emily is the founder of EA Associates, a search firm specializing in go-to-market roles. The year before, she'd billed $800K. She knew she was capable of billing seven figures, but a bad RPO client was quietly eating the difference. She came home from a conference determined to make some changes, fired the client, worked with her sister, Amanda, to overhaul her processes and technology, and by spring had landed a major new contract.In this episode, Emily walks through that whole sequence, along with the early years of her career, including five failed attempts at the same CPA exam before she ever considered recruiting, and the moment she stopped copying her trainer's script and started sounding like herself on the phone. Today, she's off the phone by 4:30 most afternoons to be with her kids, and she explains exactly how her business is built to make that possible.In this episode, you'll discover:How to tell a good RPO from one that's quietly draining your businessWhy the type of contract you sign never fixes a role that's hard to fillWhat changed when Emily brought her sister on as her operations partnerWhy she spend nearly her whole day on the phone and almost nothing elseThe three things that took her from $80K to $390K in her second yearWhy a softer, more personal approach outperformed a memorized scriptThe daily habits she leans on to stay calm during a demanding weekHow half her breakthrough year came from work she was already doingEpisode highlights:02:26 Life with three kids under five08:13 How 2025 became her breakthrough year09:01 The RPO client she fired14:41 Failing the CPA exam five times before finding recruitment21:54 From $80K to $390K in year two26:46 Finding her own voice on the phone46:04 Why hiring her sister as integrator changed everything52:43 A great RPO versus one you should firePodcast Partner: This episode is brought to you by Recruiterflow, the AI-first ATS and CRM built for recruitment agencies and search firms. recruitmentcoach.com/recruiterflowFree Resources:7-Figure Freedom Scorecard: https://mark-rf1pexbm.scoreapp.com/Book a Strategy Session: recruitmentcoach.com/strategy-session/About Emily: Emily Audibert is the founder of EA Associates, a search firm specializing in go-to-market roles across marketing and sales. She began her career at Hobson Associates, trained under Danny Cahill, and has spent nearly 10 years in recruiting. She was inducted into the Pinnacle Society in 2025. That same year, she billed $1.29 million, up from $800K the year before.Connect with Emily:https://www.linkedin.com/in/emilyaudibert/https://ea.associates/Connect with Mark:Free 30-minute strategy call: recruitmentcoach.com/strategy-session/LinkedIn: linkedin.com/in/mwhitbyInstagram: @RecruitmentCoachSubscribe to The Resilient Recruiter so you never miss an episode.
Transcribe →How to Make More Placements with Split Fees | NPA Worldwide Panel
Jul 100:59:04Tap to summarizeHow many search assignments have you turned down because they were outside your niche, outside your geography, or you simply didn't have the capacity?In this special sponsored panel episode, Mark Whitby is joined by Heather Gardner, Jeff McGraw, and Jen Anderson from NPA Worldwide to discuss how split-fee partnerships help independent recruiters make more placements without taking on more clients.Heather made six split placements in her first year with NPA Worldwide. Jen has completed more than 55 split placements over the past decade. Jeff has been making split placements since 1994. Together, they explain how split fees work, how to build trusted recruiting partnerships, and how collaboration has helped them fill searches they would otherwise have declined.What You'll Learn:How a standard 50/50 split fee works, including the fee paid back to the networkWhat questions to ask before agreeing to work on someone else's job orderHow Jeff brought a partner onto an intake call and filled an optics engineer role he couldn't have qualified aloneHow Jen builds trust with a new partner by copying them on every email with the client and candidateHow Heather turned six split placements into a steady first year with NPA WorldwideWhat separates a partner worth working with from one worth turning downTimestamps:00:00 Why recruiters turn away good search assignments07:45 How split fee partnerships work10:43 Heather's first year: six split placements22:16 Jeff's optics engineer success story26:10 How to qualify a split opportunity28:57 The university client Jen won with a partner's help37:39 Why collaboration beats competition45:57 What makes a great split recruiting partnerGuest PanelHeather Gardner is the owner of High Sierra Talent in California and made six split placements during her first year with NPA Worldwide.Jeff McGraw is with William Charles Search Group in Pittsburgh, Pennsylvania, and has been making split placements through NPA Worldwide since 1994.Jen Anderson is the owner of Prestige Recruiting Firm in Clearwater, Florida. She has been an NPA Worldwide member for 10 years, has completed more than 55 split placements, and currently serves on the NPA Worldwide Americas Board.If you've ever turned down work because it sat outside your specialty, this conversation will change how you think about the next one.This episode is sponsored by NPA Worldwide, a global, member-owned network of independent recruiters built around split fee placements.Learn more about NPA Worldwide: https://npaworldwide.comMark Whitby: https://www.linkedin.com/in/markwhitby/The Resilient Recruiter: https://www.recruitmentcoach.com/podcast/
Transcribe →How a Solo Recruiter Went From Running a Bakery to Billing $100K a Month
Jun 2501:16:32Tap to summarizeMichael Chambers didn't come into recruitment through the usual route.Before becoming a recruiter, he spent eight years running a bakery with his mother in Charlotte, North Carolina. Then his father passed away from cancer, leaving behind a recruiting business that had barely gotten started. Michael decided to take it over despite having no recruiting experience.A few years later, after navigating Covid, relocating across the country, and completely changing niches, Michael relaunched his business in manufacturing and battery recruitment across the Southeast United States.By month two, he was billing $100,000 a month as a solo recruiter.His business development strategy is unlike anything we've featured on the podcast before.Michael combines the Dream 100 methodology with personalized market intelligence reports, handwritten notes, LinkedIn videos, voice messages, phone calls, and in-person visits. In one campaign discussed on the show, 25 personalized mailers generated 15 responses and 10 booked conversations.He even shows up at target companies with cakes featuring their logo printed in icing.In this conversation, Michael breaks down exactly how the system works, why he went all-retained after Covid, how he built a niche in the Southeast Battery Belt, and why giving away value before asking for anything has become the foundation of his business.What You'll Learn• How Michael went from bakery owner to a six-figure monthly recruiting desk• Why he switched to a retained-only business model• The complete Dream 100 campaign and follow-up sequence• How personalized market intelligence reports open doors with target clients• Why physical mail still works in a digital world• How AI helps him create highly customized reports efficiently• The thinking behind his two-year replacement guarantee• How he became known as a specialist in battery manufacturing recruitmentTimestamps[1:24] Michael's unusual route into recruitment[8:23] Taking over his father's recruiting business[15:21] Starting in 2019 and navigating Covid[17:47] Going all-retained and becoming more selective[21:51] Sending market intelligence before pitching anything[28:14] Relocating and relaunching in the Battery Belt[29:38] Billing $100K/month from month two as a solo recruiter[39:28] Why physical mailers outperform digital outreach[47:22] Dream 100 campaign breakdown: 25 mailers, 15 responses, 10 conversations[53:09] Showing up unannounced with a logo-printed cake[58:59] Inside a 30-page market intelligence report[1:00:38] The two-year replacement guaranteeAbout Michael ChambersMichael Chambers is the founder of The Chambers Group, a retained search firm focused on manufacturing, operations, aerospace, and semiconductor recruitment across the Southeast United States. He entered recruitment in 2019 after taking over the business his father had started before his passing. Today, he specializes in helping manufacturing organizations hire critical leadership and operational talent across the Southeast Battery Belt.Connect with Mark WhitbyFree Strategy Session:recruitmentcoach.com/strategy-session7-Figure Freedom Scorecard:recruitmentcoach.com/scorecardLinkedIn:linkedin.com/in/mwhitbyInstagram:@RecruitmentCoach
Transcribe →How to Build a Recruitment Business That Runs Without You, with David Jenyns
Jun 1900:50:53Tap to summarizeDavid Jenyns had 15 people on his team when he realized his business still couldn't function without him. Every client wanted him personally. Every escalation came back to him. He was working long hours and couldn't switch off. When he thought about taking time off to be present for the birth of his first child, it filled him with anxiety rather than excitement."It was a little bit scary when I realized, hey, if I'm not working, the business isn't working."David is the founder of SYSTEMology, a three-times bestselling author of Authority Content, SYSTEMology, and Systems Champion, and a TEDx speaker. He has built and exited multiple businesses and, in 2016, systemized himself out of Melbourne SEO Services by documenting the business, hiring a CEO, and stepping away from day-to-day operations. He has since personally coached 223 businesses across 48 industries and 27 countries.In this conversation, David and Mark explore why founder dependency is so common in recruitment businesses, why it often gets rewarded in the early stages, and how agency owners can break the cycle. David explains the Critical Client Flow, the knowledgeable worker concept, the Systems Champion role, and why documented processes have become even more valuable in the age of AI.In this episode:Why the traits that help build a recruitment business can eventually limit its growthThe Critical Client Flow and how to identify the systems that matter mostHow to distinguish between the work that requires your expertise and the work that doesn'tWhy key person dependency creates risk beyond just the founderHow to capture the knowledge inside your team's heads before it walks out the doorThe Systems Champion role and how it drives systemization from withinHow AI can turn recordings into first-draft process documentationWhy businesses with documented processes are getting the most out of AI right nowWhat happened when ChatGPT disrupted a quarter of David's business almost overnightEpisode Highlights[2:08] Why David's agency became dependent on him despite having 15 team members[4:15] The catalyst: finding out his wife was pregnant[9:03] Why founder dependency gets rewarded in the early stages[13:16] Systemize everything around the magic[19:58] The Critical Client Flow: where to start[25:32] The knowledgeable worker concept[27:41] The Systems Champion role[38:40] Building a Systems Hub for your intellectual property[47:03] How ChatGPT disrupted David's business overnight[49:06] Why process documentation is now the foundation for AI adoptionAbout David JenynsDavid Jenyns is the founder of SYSTEMology and a three-times bestselling author. His books, Authority Content, SYSTEMology, and Systems Champion, have been endorsed by Michael Gerber, Gino Wickman, and Allan Dib. A TEDx speaker and serial entrepreneur, he has personally coached 223 businesses across 48 industries and 27 countries. He also hosts the podcast Business Processes Simplified and runs systemHUB, a platform for business process documentation.Connect with David:LinkedIn: linkedin.com/in/david-jenynsSYSTEMology: systemology.comsystemHUB: systemhub.comPodcast PartnerRecruiterflow is an AI-first ATS and CRM built for modern recruitment agencies.Book a demo: recruitmentcoach.com/recruiterflowFree ResourcesSeven Figure Freedom Scorecard: recruitmentcoach.com/scorecardFree Strategy Session: recruitmentcoach.com/strategy-sessionConnect with MarkFree 30-minute strategy call: www.recruitmentcoach.com/strategy-sessionLinkedIn: linkedin.com/in/mwhitbyTwitter: @MarkWhitbyInstagram: @RecruitmentCoachSubscribe to The Resilient Recruiter: https://plinkhq.com/i/1489513354
Transcribe →The Pros and Cons of Building a Recruitment Business in Dubai | Louise Vine
Jun 1001:11:01Tap to summarizeDubai attracts recruiters from all over the world. Louise Vine has spent the last 18 years learning how the market really works.Louise is the founder of Inspire Selection, a specialist finance and accounting recruitment firm based in Dubai. Over the last 13 years, she has built a fully remote business operating on a commission-only model while navigating a market where fee pressure is intense, cultural differences shape every interaction, and jobs can disappear without warning.Last year, 70% of Louise's assignments were either canceled or put on hold.Louise covers the challenges that catch Western recruiters off guard, why agencies charging 8% fees have changed client expectations, and how she introduced engagement fees to protect her team's time. She also explains how her commission-only model works, why only a small percentage of recruiters are suited to it, and what she has learned about hiring, accountability, and building culture in a fully remote business.If you're considering Dubai, exploring commission-only recruitment, or looking for a different way to build a recruitment business, this episode is worth your time.In this episode:How Louise went from Robert Half in the UK to building a recruitment business in DubaiWhat recruiters need to understand about the realities of the UAE marketWhy nationality-based salary bands still exist in some organizationsHow fee pressure impacts recruitment firms across DubaiWhy 70% of Louise's jobs went on hold or were canceled last yearThe engagement fee strategy that changed client behaviorThe pros and cons of a commission-only recruitment businessHow to manage performance without micromanagingBuilding culture and accountability in a remote teamEpisode Highlights: 00:00 Intro 02:17 Growing up in Yorkshire and how it shaped Louise's resilience 15:51 The Facebook photos that convinced Louise to move to Dubai 17:25 Becoming top biller in her first quarter in Dubai 22:37 Nationality-based salary bands and what they mean for recruiters 27:06 Why 70% of jobs went on hold and how the engagement fee changed things 37:43 The commission-only model: 60-80% payouts, fully remote, no base salary 44:07 The hidden cost of commission-only, most owners don't see coming 46:18 How Louise manages performance without micromanaging 56:30 Why finding the right person for a commission-only model is harder than it sounds 1:03:07 How Louise builds team culture with everyone working from homeAbout Louise Vine Louise Vine is the founder of Inspire Selection, a specialist finance and accounting recruitment agency based in Dubai. She moved to Dubai from England 18 years ago and launched Inspire Selection 13 years ago. Today she leads a team of nine billers and three support staff, all working remotely on a commission-only model.Connect with Louise: Louise on LinkedIn, inspireselection.comPodcast Partners Recruiterflow is an AI-first ATS and CRM built for modern recruitment firms. Find email addresses and phone numbers directly from LinkedIn profiles and manage your entire recruitment workflow in one platform. Book a demo: recruitmentcoach.com/recruiterflowFree Resources: Take the Recruitment Freedom Scorecard: recruitmentcoach.com/scorecard Book a free Strategy Session with Mark: recruitmentcoach.com/strategy-sessionConnect with Mark Whitby LinkedIn: linkedin.com/in/mwhitby Instagram: @RecruitmentCoachSubscribe to The Resilient Recruiter for weekly interviews with recruitment business owners and search firm leaders.
Transcribe →How to 10X Your Recruiting Productivity with AI, with Rich Rosen
Jun 301:04:24Tap to summarizeRich Rosen is having a strong year. But he's quick to point out that it hasn't come easily. In his words, he's working twice as hard for those results.Rich has completed more than 1,200 placements, been recognized by Forbes as one of America's Top 50 Recruiters for seven consecutive years, and continues to bill over $1 million annually. He also spends more time testing recruiting technology than almost anyone in the industry.Yet despite all the AI tools available today, Rich still spends four to six hours a day speaking with clients and candidates.His concern is that many recruiters are approaching AI the wrong way.Either they use it as a distraction, spending core hours building automations instead of talking to people. Or they save time with AI and then fail to reinvest that time into the activities that actually generate revenue.Rich's view is simple: AI should help recruiters become more productive. The real question is what you do with the time it gives back.In this conversation, Rich shares how he runs his desk in 2025, what's in his tech stack, why disciplined phone time still matters, and what he's learned from producing results in a market he describes as genuinely tough.In this episode:Why are many recruiters getting distracted by AI rather than becoming more productive because of itThe one question every recruiter should ask after saving time with automationRich's current tech stack: Pin.com, Ren Systems, Cluely, Gemini Deep Research, and moreHow he plans his day the night before, so he's calling from minute oneWhy does he fire bad clients even in a difficult market and what happens when he doesHow to identify the clients worth keeping and the ones worth walking away fromWhat the Pinnacle Society conference revealed about where the market really is right nowEpisode highlights: [10:03] Why perseverance was the dominant theme at Pinnacle Miami [11:46] Rich's take on AI hype and what companies are actually doing with it [17:57] Why recruiters burn out from underappreciation, not hard work [21:29] How to identify the clients worth keeping and the ones worth walking away from [32:44] The mistake recruiters make after saving time with AI [35:18] His current tech stack and the tools generating the most value [46:38] How AI has changed the workflow of a million-dollar desk [54:17] Why he still spends four to six hours a day on the phone [59:57] Is AI making recruiters more productive or just creating new distractions?About Rich Rosen: Rich Rosen is the founder of Cornerstone Search Group and one of the most accomplished recruiters in the technology sector. Over the course of his career, he has completed more than 1,200 placements and been recognized by Forbes as one of America's Top 50 Recruiters for seven consecutive years. Rich specializes in software sales, sales leadership, sales engineering, and executive-level searches for technology companies ranging from startups to enterprise organizations. He is also a longtime member of the Pinnacle Society, the premier consortium of top-performing recruiters in North America.Connect with Rich: Rich Rosen on LinkedIn Cornerstone Search GroupConnect with Mark: Free 30-minute strategy call: www.recruitmentcoach.com/strategy-session/ Mark on LinkedIn: linkedin.com/in/mwhitby Instagram: @RecruitmentCoach
Transcribe →How to Win New Clients with Personalised Video, with Sam Johnstone
May 2701:14:17Tap to summarizeSam Johnstone has never worked for a recruitment agency.He spent three and a half years selling video technology to agency owners. Then he decided to go and do it himself.Four years in, he has a portfolio of repeat clients and inbound leads from LinkedIn. All built from a cabin on the Scottish coast with a few thousand pounds in the bank.Sam is the founder of Real Recruit, a specialist sales recruitment firm based in Glasgow. He built his entire business around video - using it to prospect for new clients, market roles, screen candidates, and deliver shortlists. It's his single biggest differentiator for winning clients over every other agency they're talking to.In this episode, Sam breaks down his complete video process from first outreach to final shortlist. He explains how a 30-second personalised video and a five-minute callback rule consistently gets prospects to take his call. He explains how filming video job adverts inside client offices builds relationships that standard agencies can't match. And he shares the hiring day model that compresses weeks of interviews into a single afternoon.Sam also covers the harder lessons. A hiring day that cost him money. A client who took 180 days to pay. The payment term changes he made after that. And the monthly recurring revenue model he built to create more predictable income.In this episode you'll discover:The 30-second video formula that gets cold prospects to pick up the phoneWhy Sam sends personalised videos to multiple decision makers at the same company on the same dayHow filming a video job advert on-site at a client's office wins repeat businessThe hiring day model and how to run oneWhy a client who haggles on your deposit is a red flagHow Sam rebuilt his payment terms after a client took 180 days to payHow Clay, SourceWhale, and Claude Cowork replaced LinkedIn Recruiter in his tech stackEpisode highlights: [1:18] What a video-first recruitment agency actually means [15:15] The BD routine: personalized videos, watch notifications, calling within five minutes [17:54] The 30-second video formula [22:29] How a Rangers fan story turned into Sam's first big retainer [25:16] Why Sam works on deposit - and what clients receive in return [32:42] The hiring day model explained [43:55] The hiring day that cost Sam money and what he learned [49:32] Getting paid 180 days late - and the changes that followed [1:08:16] Clay, SourceWhale, and Claude Cowork replacing LinkedIn RecruiterIf your outreach isn't getting responses, this episode will give you a completely different approach to winning clients.Connect with Sam: LinkedIn: Sam Johnstone Website: realrecruit.co.ukConnect with Mark: Free strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn: linkedin.com/in/mwhitby Instagram: @RecruitmentCoach
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