• Contrarian Recruiting Philosophy: “Watch the crowd and move in the opposite direction”

  • Focus on understanding what consumers dislike about current recruiting services
  • Develop approaches that are different from industry norms
  • Avoid common practices like immediate job pitching

• Morgan Methodology Core Components:

  • No job pitching in first conversation
  • Mandatory full candidate interview before discussing opportunities
  • Focus on discovering career “wounds” and pain points
  • Structured day with specific time blocks for different activities
  • Emphasis on relationship building over transactional recruiting

• High-Performance Activity Standards:

  • Three tiers of performance metrics: “suck,” “acceptable/chilling,” and “excellence/badass”
  • Focus on activity levels rather than just billing outcomes
  • Team-determined standards rather than management-imposed
  • Financial rewards tied to both activity levels and outcomes
  • Quality control monitoring to prevent “bad activity”

• Structured Daily Schedule Framework:

  • Morning: Follow-up calls with existing candidates
  • 10:00-11:30: Business development calls
  • 11:30-1:30: Candidate interviews
  • 1:30-2:00: Telesourcing
  • 2:00-3:30: Back-to-back recruiting calls
  • End of day: Next day planning

• Candidate Interview Approach:

  • Minimum 1-hour “inner view” process
  • Focus on understanding candidate’s “wish list”
  • Explore company size preferences, culture fit, management style
  • Build long-term relationships over quick placements

• Source Industries for Recruiting Talent:

  1. Retail
  2. Hospitality
  3. Brokerage Services (Insurance, Financial, Commercial Real Estate)

• Success Metrics for Recruiters:

  • Direct Hire: $600K+ annual billings considered high performance
  • Contract Recruiting: 3.5+ starts per month
  • Maintaining 20-25 contractors simultaneously
  • Focus on call time between activities (ideal: minimal gaps)

• Training Philosophy:

  • Develop proper rhythm and tempo first
  • Focus on quality over quantity
  • Build habits early that become unbreakable
  • Emphasize verbal communication skills
  • Regular monitoring and feedback

• Technology Integration Perspective:

  • 25% technology, 75% human interaction
  • Technology should support, not replace, relationship building
  • Avoid over-reliance on automation and AI
  • Maintain focus on personal connection and trust-building

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