Digital Recruiter

What's the one word you think of with good sales? Confidence. At the beginning of this year, that's what Tim Gandee was missing. Despite years of success, in 2023, everything dried up for him in sales. Emails and calls were a dead end. All he wanted, was to get back to having recruiting as a business that worked for him. Find that balance between work and family. So he was looking for a new way of operating. He found the Digital Recruiter, bought the courses, and was off and running. The system and approach unlocked something for him. It made him realized the value he had to give to the market. Making connections on "auto pilot" re-energized him. Posting content that resonated with his market and lead to more inbound leads. He didn't just get more roles and clients. He was getting retained searches. That's how much confidence he built up in a short matter of time. By now, he's at 6 figures in placements, 6 figures in the pipeline, and in many ways, it's just the beginning. He's primed for a breakthrough 2025. In this episode, Tim shares his story and experience. His humility, passion, and confidence are contagious and will give your Friday a boost. Give it a listen here: Spotify: https://shorturl.at/Lttsb Apple: https://shorturl.at/swg42 Youtube: https://shorturl.at/vlD5d

The recruiting market has changed. Old news right? Back in 2021-2022, it felt like reqs were raining down. The last couple of years we've seen the difference between recruiters who sling resumes and those who consult. Here’s what separates them: Consultative recruiters actually listen to their clients. They ask right questions. They don't engage with clients that don't respect their time and value. They push back when needed and focus on long-term results. Transactional recruiters? They just send a bunch of resumes and hope something sticks. They get steamrolled by hiring managers and don't speak up. They get lost in a sea of commoditized recruiters. And when companies start slashing budgets? Guess who gets cut? Not the consultative ones. They’re the ones companies can’t do without. If you’re just blasting resumes, time to rethink. The answer? Systemize your top of funnel. LinkedIn is a gold mine. You also shouldn't be spending hours on prospecting and sourcing. Get strategic automation going. Post consistent, relevant content that speaks to your target market. Spend 30 minutes a day on this. You'll gain enough quality volume that you won't be picking at the scraps. And you'll have more time to build better client relationships. Better roles + Better rates = Better ROI on your time and efforts. That's the winning approach.

Fun Fact. Digital Recruiter launched 3 years ago today. ...When I had COVID and could barely move. Let's just say it was an eventful first group call. I could barely move, everything was aching, and I wanted to sleep every 20 minutes. It was a small group of 3 of us. 2 had been former clients, Tara Rochelo & Jamila Sampson, and thank goodness for that because they had my back as Roland Allen, our 3rd member, was wondering what in the world was going on with me. Luckily, I bounced back, and we had a fantastic initial LinkedIn bootcamp. I wouldn't have been able to start without Steven Perchikov who introduced me to the power of LinkedIn back in 2020. He had a ton of patience with me and was super supportive when my Dad quickly became sick and passed away that summer. I've never forgotten that and am happy to say things came full circle and I have now retained Steven as a vendor to help launch our email side of things. There's a few other people to thank but I know they want to lay low so I won't call them out. The biggest part of building Digital Recruiter has been Cristina Rexach. She was a "client turned business partner" and has been there every step of the way for nearly 2 years. It's been a ton of trial and error, we are far from perfect, but having someone that is as invested in this mission has been a godsend. Her patience, intelligence and loyalty has been the perfect blend to dive into this crazy road. Working with Lauren Demato as a client and then teaming up to have her run Digital Recruiter Talent Group has added a whole other dimension and we've been able to run so many successful splits and develop our own clients. Her tenacity inspires me daily. Then of course, Mady Willcox who has been ride or die as we figure out life and building a family together. The jump she's made from teaching to recruiter and billing six figures in year 1 WHILE also becoming a first time mother (and another one on the way). Talk about epic. She's the Yin to my wild and crazy Yang and the best spouse God could have given me. Thank you to all the 100s of clients who have trusted and invested in us. To anyone who supports my content, even by just reading and not even liking. Thank you. It's wild to me that LinkedIn can have helped build two businesses. And without recruiters like you, who are inspired to evolve, be better and do things with high character, none of this would have happened. God has blessed me more than I ever deserved. Cheers to 3 more years ??

The keys to creating content that generates leads... Highlight pain points... Show that you have the solutions. You can mix in personal content from time to time to establish you're a real human and not an MPC robot. You can have the occasional call to action.... (Still no hashtags) But if you don't show you solve the business problems of hiring managers you're targeting (or candidates) They'll never come to you. And that's the whole definition of an inbound lead. (insert hashtag here to signal end of post and increase meaningless likes)

In this latest episode, I had the pleasure of sitting down with Manan Shah, CEO and co-founder of Recruiter Flow. Manan’s journey is one for the books – shifting from engineering and AI analytics to building a recruitment powerhouse. He didn’t plan on entering recruitment. It was the realization that no software could effectively handle recruitment like a sales team that sparked the idea for Recruiter Flow. We dove deep into balancing simplicity with innovation, the impact of AI in recruitment, and why customer retention is the ultimate success metric. 3 biggest takaways: 1. Customer Retention > Customer Acquisition: It's not about how many clients you can win but how many you can keep. Building lasting relationships with clients who genuinely see value in what you offer will always trump constantly chasing new business. 2. Start Simple, Scale Gradually: Innovation doesn’t mean overcomplicating things. Manan shared how Recruiter Flow started as a sales enablement tool before evolving into a full-blown ATS. The takeaway? Start with the basics, master them, and then layer on advanced tools like automation and AI as you grow. 3. AI Is a Tool, Not a Replacement: While AI is playing a growing role in recruitment, Manan’s discusses how the human element remains irreplaceable. AI can handle data, but the real magic happens when recruiters use it to enhance their ability to build genuine connections. Check it out here: Spotify: https://shorturl.at/ApRAU Apple: https://shorturl.at/tElT9 Youtube: https://lnkd.in/eA7qDXUS

"How do I follow up with prospects?" Question I get all the time. Effective follow up starts with the first call or interaction. Ask the right questions upfront in your discovery process. Dig into business problems (clients) or career goals (candidates). That way, there's no more annoying check-ins such as "Hey, are you hiring yet?" or other lame check ins. You need to make every touchpoint count. Ditch the yes/no questions. Focus on open ended questions. A few examples: What skill sets are they always on the lookout for What projects do they have coming down the pipe? How do they feel about their current recruiting process? What is their current recruiting process? etc, etc. Build layers. Get more out of every conversation. Track it all. Your CRM should be your best friend. The best recruiters are always getting valuable intel from every interaction instead of pitching their services first. Get enough intel initially from enough prospects, you'll have endless follow up "ammo." #recruiting?#recruiters?#linkedin

Meet Debi Wolfe - a recruiting legend who's seen it all. From faxing resumes to AI-powered sourcing, Debi's journey is a masterclass in adapting and thriving. Here's why this episode is gold: From Lab Sales to Recruiting Mogul: Career pivots done right. Take notes. Scaling Secrets: How Debi expanded K-Force's scientific division to 22 locations. Spoiler: It wasn't luck. Old School Meets New Tech: Learn how to blend traditional relationship-building with cutting-edge tools. It's not either/or, it's both/and. Niche Domination: Debi built and sold a staffing company by owning a scientific niche. Find out how she did it. Leadership That Actually Works: No fluff, just real talk on building teams that work together and accomplish more together, than as individuals. The Back-Office Advantage: Why your support team might be the key to your success. Ready to level up? This episode is your playbook. Check it out here: Spotify: https://shorturl.at/xbjjD Apple: https://shorturl.at/vlUb7 Youtube: https://shorturl.at/BbJHJ

Struggling with your digital presence? Outreach messages landing flat? Content not resonating? September/October is go time in recruiting. This year there is less of a pie to get in terms of placements. Those that are active and in front of hiring managers… At the right time Without burning leads with bad messaging… Are those that will come ahead. Tonight’s newsletter is going to give you the strategy that’s helps recruiters make millions in placements. Sign up here https://lnkd.in/eg23qdZm

5 Essential Questions for your Sales Calls Whether you're talking to a client or your account manager, always ask these crucial questions for every role: Why is this position open? How long has it been open? What's the start date? What happens if we don't fill the position by then? Who else is working on this req? These questions are vital, even for long-standing clients or familiar departments. They help you understand urgency, threats, and consequences, justifying your fee and improving candidate outreach. By sticking to these fundamentals, you'll reduce friction, avoid awkward situations, and increase your placement success rate. #recruiting #recruiters #linkedin

A tech stack without a proper sales & marketing approach... Is like putting Stevie Wonder behind a Ferrari. Sure, you might get from Point A to.... somewhere You definitely won't enjoy the result. Tools are great, but only if you're actually using them right. But if you don't understand why your clients buy from you. And you don't know how to market properly. Or understand messaging at scale. You're going to burn through 1000s of leads. Ending up with a negative rep and maybe some terrible clients. There's a balance between upgrading your tech and getting guidance. But at the end of the day, you gotta execute. Stop throwing money at shiny new tech and start leveraging what you've got.