• Inbound Marketing Strategy:

  • Zero cold calls/outbound approach
  • Daily content creation across multiple channels (LinkedIn, YouTube, Podcast)
  • Focus on becoming omnipresent within specific niche
  • Repurposing content across platforms for maximum reach
  • Interview content strategy: Long-form interviews broken into multiple pieces of content

• Niche Market Analysis Framework:

  • Deep analysis of NAICS codes
  • Evaluation of macroeconomic conditions
  • Assessment of market size and TAM (Total Addressable Market)
  • Analysis of competition and content saturation
  • Focus on underserved markets with growth potential

• Relationship-Building Methodology:

  • “Digital Cups of Coffee” initiative (1000 networking conversations)
  • Focus on long-term relationships over transactions
  • Hour-and-a-half intake calls with candidates
  • Deep dive into candidate career goals and aspirations
  • Building trust through industry expertise and transparency

• Veteran Transition Framework:

  • 2-year preparation timeline
  • Focus on certification acquisition while still active duty
  • Network building in target industry
  • Skills translation analysis
  • Leveraging military screening and assessment processes

• Business Development Model:

  • Pro bono placements for relationship building
  • 80/20 content principle (80% giving, 20% asking)
  • Focus on building industry authority
  • Client vetting process based on culture and payment history
  • Willingness to fire problematic clients

• Team Building Approach:

  • 50/50 split commission structure
  • Focus on industry experts turned recruiters
  • Emphasis on entrepreneurship development
  • Shared tech stack and resources
  • Collaborative role management

• Content Creation Framework:

  • Technical industry-specific content
  • Subject matter expert interviews
  • Leadership insight videos
  • Multi-platform distribution strategy
  • Content banking (1 year of content in reserve)

• Process Documentation Focus:

  • Standard Operating Procedures (SOPs)
  • Calendar-driven organization
  • Immediate documentation of interactions
  • Use of AI tools (Otter.ai) for conversation capture
  • Structured approach to candidate management

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