Recruit Elite

The last few months have been tough for Raks Group LLC. Our placement closing rate is down. Candidates are making it through multiple interviews. But at the last minute… no hires. - “We’re going with an internal candidate.” - “We found someone through a referral.” - “We’re pausing the role for now.” It’s frustrating—because on paper, we’re doing everything right. We have: - A strong pipeline. - Well-qualified candidates. - Clients showing interest. Yet, the same stories keep repeating like other recruiters— - “Clients aren’t giving us new roles.” - “Candidates are ghosting at the last minute.” - “No one is responding to outreach.” So I started asking—why? And at some point, I realized… maybe we stopped controlling the process. Maybe we assumed interest meant commitment. Maybe we didn’t push hard enough for hiring decisions. And that’s the thing about recruitment— It’s not just about finding great candidates. It’s about closing the deal. - No results? → KEEP GOING. - Bad results? → KEEP GOING. - Good results? → KEEP GOING. Because the market will bounce back. The placements will happen. But only if we stay in the game. P.S. - Are you seeing the same trend with your agency lately?

95% of recruiters are good at finding candidates… And terrible at finding clients. When you see: - A recruiter with 10+ years of experience... - Big placements once in a while... But rarely hear about consistent client wins... Something’s not adding up, right? If they can’t: - Prove their results, - Consistently, - Over time... It’s because those results don’t exist. Recruiting is not just about sourcing especially when you are building a business. ps. Want to understand how to find clients and close deals with other 690+ recruiters? Comment “community” and I will share the link.

I have a community of 690+ recruiters today, and I built it over 8 years, not 1 year. (We’re also close to crossing 26K people who engage with my content!) Every day, No. of new recruiters are joining. More and more private and general discussions are happening inside. (Mostly private.) I’ve even heard that a few recruiters have partnered up after meeting inside the community. It seemed effortless to some. But let me tell you what it really took to build this Recruit Elite: - 8 years of scaling stable business. - 8 years of building relationships in recruitment. - 8 years of learning what works (and what doesn’t). - 8 years of connecting the right candidates to the right opportunities. I started this community in 2024 beginning. But I feel the foundation was built over 8 years of my business. The trust, the experience, the network, everything that makes this community grow today is the result of nearly a decade of work. I repeat this is not the growth of 1 year, but 8 years in the making. If this post reaches someone who thinks building a booming recruiter community is an overnight process, I’m glad. P.S. If you want to be part of something I am building on 8 years of experience, not 8 months of hype, comment "Recruit", and I’ll send you the link.

If you get a call/DM/Email from me, there’s always a reason. I don’t tick the metrics box like other staffing firms. For those of you who don’t know what I mean by metrics— I’m talking about daily activity targets. → A set number of calls → A quota of resumes sent → A minimum number of interviews scheduled I know that model all too well. And I never want to be part of it again. Now, if I send a resume, it’s because I believe in that person. If I call a client, it’s because I genuinely see a match. If I set up an interview, it’s because I trust it’s the right fit. My goal is simple: work with purpose. → Treat candidates like people, not submissions. → Treat clients like partners, not transactions. → Build relationships, not check boxes. This is my chance to do things my way. PS. This picture is of me, thinking about who I want to call…when I will…with purpose. PSS. We’re always up for helping?IT companies/candidates. If you’re hiring, or looking for a new opportunity, fill out the form in the comments to connect! Have you ever felt like you were just a metric?

Founders: "We don’t need a recruiting agency; we use AI hiring tools." Also Founders: "Why are we getting 500 applicants, but none of them are actually qualified?" Yes, AI hiring tools are efficient. Yes, they can screen resumes fast. But no, they don’t convince people to actually join you. They just make sure you get a pile of “qualified” resumes that all look the same. Sure, AI helps. But it won’t build relationships. It won’t be there when a candidate has doubts and needs reassurance. You don’t just need someone to close a hire. You need someone who makes sure that the hire stays, and grows with your company. Ditch the automation-only approach. Because people don’t join companies. They join people. Do you really think AI can replace recruiters? #founders #recruiting #staffing #recruitment

There’s a BIG reason you don’t make more as a recruiter or agency owner. (Most people are terrified of what I’m about to share.) You’re not willing to go all in on the business of YOU. A few years ago, recruiters rarely built personal brands on LinkedIn. Guess who did? (Me) And guess who built a strong business and community of 670+ recruiters because of it? (Me) It’s NOT about posting jobs every day. It’s about building a brand that attracts the right people. Notice the shift: Building a brand around YOU, not just the roles you fill. I’m not telling you to be flashy or fake. I’m telling you to be seen as a trusted expert. Because clients don’t just hire recruiters. They hire recruiters they trust. - They don’t pick you because you have the best job board access. - They don’t pick you because you claim to have the “biggest network.” - They don’t pick you because you say you’re “different.” So, if that’s all you focus on... You haven’t gone all in on YOU. Which means you haven’t gone all in on your business. Which means another recruiter will win that client. Your call. Your choice. But if you’re ready to go all in, do it now. PS – Want to be part of a community where 670+ recruiters are growing together? Comment "RECRUIT," and I’ll share the link.

I always tell candidates not to burn bridges when leaving a job. True! Leaving on good terms is always a smart move. But here’s what rarely gets talked about… Employers also should not burn bridges with candidates and recruiters either. We recruiters are constantly told to follow up and nurture relationships. But what about when: → A client disappears after promising feedback? → A role vanishes after weeks of interviews with no explanation? → A company ghosts a recruiter after multiple candidate submissions? With increased vocal presence from recruiters on LinkedIn, Glassdoor, and recruiter networks, bad hiring practices don’t stay hidden for long. Bottom line… If you ghost recruiters or disrespect candidates, people are going to hear about it. You should not forget one thing that at least candidates remember. Your hiring reputation is your brand. Protect it.

Found a pattern that kills 90% of recruiting businesses… They take on more job orders, hit a rough patch, and immediately pull back. Last week I spoke to a recruiter who: → Went from 3 to 7 clients → Saw placement ratios dip → Panicked and stopped business development → Has been stuck at the same income for a year But if I say the hard truth, it is that Recruiting as a business needs time to optimize. → A new client won’t convert right away → Some jobs will sit unfilled → A competitor might undercut you → Candidates will drop out at the last minute When you scale, expect temporary dips and operational inefficiencies. But most recruiters can't stomach inconsistent months. So they stop selling, the pipeline dries up, and growth becomes stable. The recruiters who grow a good, profitable business? → Plan for 3-4 months of inconsistency → Keep the pipeline full, no matter what → Trust their process, not short-term dips Remember: Recruiting isn’t an income-generation business. It’s a client-acquisition business. What’s holding you back from scaling - lack of clients or lack of patience?

SO many recruiters UNDERESTIMATE this, but it’s their MOST valuable asset… THEIR COMMUNITY!! We launched Recruit Elite last year. Now, we are 670+ recruiters strong. Over the past year, I’ve realized that recruitment grows BEST when it’s built WITH people, NOT just for people. And to do that, you have to give back! Especially in recruitment, where relationships are everything, it’s even more important to create a space where recruiters can win together. That’s why RecruitElite is all about: - Connecting recruiters with referrals, support & real conversations - Creating more opportunities by sharing deals & insights - Building trust so we all succeed, together In an industry that often feels transactional, this has never been more important. So here’s why I think we should ALL focus more on community: → Boosts success – When recruiters collaborate instead of compete, placements happen FASTER & EASIER! → A sense of belonging – It’s easy to feel isolated in recruitment, but a strong network makes you feel SEEN & SUPPORTED. → A positive, collaborative space – The recruitment industry can be cutthroat, but the right community lifts you up instead of tearing you down. → Fighting loneliness – I’ve been a solo recruiter, and let me tell you—it’s tough. But with the right community? You’re part of something BIGGER. → More organic deals & referrals – The BEST placements don’t come from cold outreach—they come from trusted connections. Most of the deals we close today? 100% because of relationships. → More visibility & credibility – I used to be active in a Facebook community of recruiters—best decision ever. It helped me build trust, connections, and ultimately, more business. So my message? Recruiting is NOT a solo sport. It’s about WHO you surround yourself with. P.S. Recruit Elite is growing FAST, and we want YOU in. Drop “Me” in the comments If you want to get in. What do you think? Do you think community is important?

I’m a recruiter, but my focus is no longer on how well I can interview. In fact, I am not responsible for conducting interviews anymore. My focus is on client & candidate success. - How seamless is our communication flow? - How well do we align with our client's hiring goals? - How well do we align with candidates' expectations? - How efficiently are we delivering good candidates? - How dependable is our support post-hire? See, any recruiter can master the art of interviewing with enough time and effort. But beyond that, it takes precision, discipline, and an obsessive focus on execution to truly deliver results. It’s 10% about finding candidates and 90% about how you manage the process. The real test is how well you manage hiring challenges and delays and ensure clients feel supported even when things don’t go as planned. Anyone can be an experienced recruiter, but not everyone can be a strategic partner. P.S. If you’re serious about scaling and monetizing your recruiting business and willing to turn your recruiter tag into a strategic partner, I have got your back. Join RecruitElite where 670+ recruiters are figuring it out together. Comment "Recruit" and I’ll send you the details.