• Daily Activity Framework: Structured approach to daily recruiting work

  • Make 50 phone calls before lunch to hiring managers
  • Split day between marketing candidates and recruiting for job orders
  • Focus on getting 1 “send out” (candidate interview) per day
  • Set small achievable goals with rewards for completion

• Job Order Classification System:

  • Search Assignments: Highest priority, move “heaven and earth” to fill
  • POJO (Presentation on Existing Job Order): Medium priority, workable but may have challenges
  • Kent Help: Low priority but may convert to better opportunities
  • Focus on maintaining 3 solid job orders with 3 candidates each (“Power of 3”)

• Business Development Methodology:

  • “Assumptive Open” approach: Lead with recent successful placement in their industry
  • Focus on building relationships vs transactional interactions
  • Multiple objectives per call (job orders, referrals, LinkedIn connections)
  • Always ask for engagement fees/retainers first, can fall back to contingency

• Client/Source Classification:

  • Every company is either a client or source for candidates
  • No middle ground - companies either pay fees or become sourcing targets
  • Use rejection/objections as opportunity to identify new candidate sources
  • Maintain professional relationships with both categories

• Call Management Process:

  • Don’t ask “How are you?” - respect time with “I know you’re busy, I’ll be brief”
  • Research contact before calling to find personal connection points
  • Focus on making memorable impression (“Yell or Jail/Mad or Glad”)
  • Multiple prepared rebuttals for common objections

• Success Metrics Framework:

  • Send out to placement ratio: 10:1 for new recruiters, 3:1 for experienced
  • Goal of 1 send out per day = roughly $200K annual billings
  • Track small daily metrics vs just large outcome goals
  • Regular marketing calls even when busy to maintain skills

• ADHD Management System:

  • Break large goals into smaller achievable chunks
  • Set micro-rewards for completing tasks (10 calls = short break)
  • Block scheduling with defined work/break periods
  • Focus on measurable daily activities vs overwhelming long-term goals

• Training Philosophy:

  • “Fail our way first” - follow proven system before innovating
  • Master fundamentals before developing personal style
  • Return to basics when struggling
  • Continuous skills development even when experienced

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