• Market Knowledge & Specialization Approach:

  • Focus on a specific niche market and know it intimately
  • Maintain a small, well-known candidate pool (under 600 candidates)
  • Track competitors’ activities and client relationships
  • Know detailed personal circumstances of candidates that affect job fit
  • Maintain detailed Excel sheets tracking competitor-client relationships

• Phone-First Communication Strategy:

  • Emphasis on phone calls over text/email communication
  • Must obtain hiring manager’s mobile/cell phone number
  • Persistence in calling (example: 106 calls to reach one manager)
  • Never hide your phone number when calling
  • Limited use of voicemail (only 2-3 times in multiple call attempts)

• Time Management Framework:

  • Focus 70-80% of time on activities that will generate revenue this month
  • Spend 80% of time talking to candidates
  • Work intensity of 50-60 hours per week in early career
  • Balance short-term (immediate placements), medium-term, and long-term pipeline activities

• Reactive Recruitment Methodology:

  • Focus on live requirements rather than proactive business development
  • Use job postings as intelligence for pipeline
  • Gather detailed background information about openings
  • Understand hiring manager’s evaluation metrics and bonus structure
  • Move quickly (2-hour turnaround) from requirement to submission

• Client Engagement Process:

  1. Get intelligence from candidates about openings
  2. Research and call around hiring manager
  3. Gather background information about the need
  4. Contact decision maker with targeted approach
  5. Send CVs immediately
  6. Follow up quickly to secure interview slots

• Pipeline Management Approach:

  • Always maintain active pipeline
  • Continue market research even during busy periods
  • Stay current with industry news and movements
  • Read extensively about industry developments
  • Monitor LinkedIn for market intelligence

• “Extreme Ownership” Philosophy:

  • Take complete responsibility for outcomes
  • Don’t blame clients or competition for losses
  • Apply ownership mindset to every step of recruitment process
  • Focus on self-improvement and problem-solving

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