• Emotion vs Logic Framework: A key approach to understanding and managing candidate decisions

  • Recognizes that job changes start with logical decisions but end with emotional reactions
  • Uses psychology principles to help candidates separate emotional responses from logical choices
  • Helps candidates evaluate decisions based on short-term vs long-term implications

• Closing Methodology: Systematic approach to ensuring offer acceptance

  • Pre-qualifies all questions/concerns before discussing offers
  • Establishes clear compensation expectations upfront
  • Confirms candidate commitment before allowing offers to be extended
  • Addresses emotional responses directly through logical discussion
  • Maintains 100% close rate over 3 years using this approach

• Relationship Building Process:

  • Conducts in-person meetings when possible (pre-COVID)
  • Maintains regular contact through database management
  • Sends holiday cards and personal follow-ups
  • Creates networking opportunities through podcasts and roundtables
  • Focuses on long-term relationships over transactions

• Client Development Strategy:

  • Deep understanding of client organizations and culture
  • Becomes embedded in specific technical domains
  • Builds relationships across multiple departments
  • Uses successful placements to generate internal referrals
  • Maintains advisory role vs pure sales approach

• Candidate Qualification Framework:

  • Identifies candidate drivers before discussing specific roles
  • Qualifies based on both technical skills and cultural fit
  • Focuses on understanding long-term career goals
  • Validates commitment level before proceeding with process

• Value-Add Approach:

  • Shares industry expertise freely
  • Creates networking opportunities for clients
  • Maintains curiosity about industry trends
  • Focuses on solving problems vs just filling roles
  • Positions self as trusted advisor vs traditional recruiter

• Business Development Method:

  • Leverages podcast for relationship building
  • Organizes small group networking events
  • Maintains deep industry expertise
  • Focuses on hard-to-fill positions
  • Generates business through reputation and referrals

• Process Management:

  • Maintains detailed tracking of activities and metrics
  • Documents marketing calls, recruitment calls, submittals
  • Regular follow-up system for placed candidates
  • Structured approach to qualifying opportunities

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