• Relationship-Based Recruiting Model:

  • Focus on building authentic, long-term relationships over transactional interactions
  • 95% referral rate with 75% close rate on contingency recruiting
  • Emphasis on trust-building through honesty and transparency
  • Invest time in relationships even during slow periods (e.g., maintaining contact during hiring freezes)

• Trust-Building Framework:

  • Be authentic and willing to share vulnerabilities
  • Focus on humanizing yourself and building genuine connections
  • Tell the truth consistently, even when it might cost you a deal
  • Build relationships before asking for business
  • Position yourself as a consultant rather than just a salesperson

• Niche Market Approach:

  • Focus on specific roles within specific industries
  • “Niche within a niche” strategy (e.g., only placing partners at certain sized law firms)
  • Deep expertise in targeted segments leads to better execution
  • Avoid being a generalist to increase effectiveness

• Headhunting Methodology:

  • Focus on “best talent in the market, not on the market”
  • Making “otherwise unattainable candidates attainable”
  • Target top 10 candidates instead of mass outreach to 100
  • Build relationships with passive candidates
  • Quality over quantity approach

• Operational Structure:

  • Three-tier system: Research/Sourcing, Recruiting, Client Partner
  • Internal research team handles sourcing to free up recruiters
  • Focus on higher-level activities for recruiters
  • Commission structure that rewards team collaboration

• Candidate Presentation Framework:

  • Present only facts, not assumptions
  • If candidate is a “10,” position them as an “8”
  • Include specific metrics and achievements
  • Address potential issues upfront (counter-offers, commute, etc.)
  • Be transparent about candidate limitations

• Time Management System:

  • Time blocking for specific activities
  • Build in buffer time for unexpected issues
  • Plan day ahead with structured schedules
  • Focus on one activity at a time
  • Regular follow-up system through CRM “ticklers”

• Business Development Approach:

  • Focus on earning future business over closing current deal
  • Build relationships through asking for advice rather than selling
  • Leverage network for warm introductions
  • Create centers of influence
  • Maintain regular contact with potential clients even when not hiring

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