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The best recruitment ads have a secret. It's not their copy. It's not their design. It's their strategy. Take this simple tweak… Instead of saying: “We’re hiring for a sales position” Say: “We’re looking for salespeople who can help us grow our revenue from $10 million to $25 million”. The first is a job description. The second is a compelling challenge. It makes people think: "Wow. That's something I want to be a part of." And that's the key to creating A+ LinkedIn ads that attract top talent. So, next time you're writing your ads, think about the challenge you're offering, not just the job requirements. Your future employees will thank you.

?? HOT JOBS ALERT ?? ??♂? ??♀? The Masters are on, so we'll get straight to the point... AGENCY ROLES - HoldCo Agency, In-office 3 days/week NYC: New Account Win ·??????Supervisor, Strategy ·??????Campaign Manager, Programmatic ·??????Campaign Manager, Paid Search ·??????Sr. Campaign Manager, Paid Search ·??????Associate Director, Performance Media ·??????SVP, Strategy Pharma Account ·?????Director, Point of Care CHI: Global D2C experience ·??????Global SVP, Performance Media ·??????Global SVP, Analytics ·??????Global SVP, Martech LA: Entertainment Account ·??????VP, Programmatic ·??????Director, Programmatic For all agency roles, please use this link: https://bit.ly/3VNkhwq SALES/BRAND/ DIGITAL MARKETING ROLES: ?? Brand Director (Reusable Tote Bag Manufacturer) – Environmentally conscious reusable tote bags are all the rage! We're working on a Brand Director role for our client, who is the leading supplier to retailers across the US, including Whole Foods and Trader Joe’s (yep, they make the “Stanley cup” of reusable totes.)?They’re seeking a seasoned Brand Director to lead a brand refresh and drive eComm growth. This hire will play an integral part in taking their D2C eComm business to the next level of success! Must commute 2-3 days to the office in East Bay (SF area). Contact Laura Lasiter: [email protected] ? SVP, Marketing (Digital Marketing Agency) – Will lead the execution of go-to-market strategy to accelerate revenue growth and drive new business. Minimum 15+ years of B2B marketing experience required, preferably at an ad agency or AdTech company. Remote-first agency, but West Coast is preferred. Contact Linda Tuttle: [email protected] ?? Sales Director (Digital Media Consultancy) – Seeking an experienced solution-based seller with strong independent agency relationships and proven success driving mid-market growth. This company had a great 2023! Regional coverage - looking for someone in the Upper Midwest. Remote role with occasional travel. Contact Rich Farquhar: [email protected] ?? Director of Sales, Enterprise Business (Logistics & Supply Chain Solutions): Oversees sales strategy and efforts for implementing the Delivery Solution program for Enterprise Accounts and leads a team of National Account Managers. 10+ years of sales experience, particularly in software sales and selling to enterprise companies. Remote work with travel required (~40% by airplane). Contact Rich Farquhar: [email protected] #adagency #sales #nowhiring

A lot of agency recruitment professionals get dejected from content creation because they're not liking their volume of likes on each post, article, what have you. But they're missing this critical point: Likes do not equate to success Some content creators have lots of likes, but that doesn't mean they're converting likes into sales. Many people are internet panderers. They say PC stuff to get likes and boost up follower count, some sigma like: "Let's put the HUMAN back in HR" "We should always get back to every single candidate, I mean, I certainly do!" "Every candidate deserves free coaching. If you have time and someone reaches out, you should absolutely coach them for free, I sure do!" "Just because a person has terrible tenure doesn't mean it's their fault!" "Layoffs happen to the best people all the time, employers should never ever consider layoffs as a red flag." I know all the touch points to generate likes and it usually sounds like the above examples. You just have to pander to 80% of the general public! Volume right? But here's the problem: That doesn't make me any money. The 80% of the general public isn't the audience that gets me paid. Most in that audience can't even afford my services and would get offended if they heard what I charge on an hourly basis for a chat. Here's the deal for me (and likely for you): My job is to cater to a very small subset of individuals in my niche market, the top 20%. The top 20% know that the generic pandering is more or less BS. They alongside me, laugh at the majority of what many people on LinkedIn say and do on this platform. We're the same tribe, if you wanna call it that. So this is why I always try to tell anyone in agency recruitment who is trying to build a personal brand for themselves: Don't worry about pandering to the general public. Don't worry about likes. That's not where you're going to get paid. YOU need to keep it 100% focused on the top 20% of people in your NICHE market. Pander to THEM and you'll get paid. And often, they won't even LIKE your stuff bc they're terrified their boss may find out they actually like what you're putting down. If I had a dollar for every person who's told me that, I'd have an extra bitcoin in my cache. So go on! Go on and be yourself to your actual customer demographic and ignore the pressure to pander to irrelevant people. At the risk of not being clear enough: likes don't matter. Don't worry about like volume of likes - worry about content authenticity and value. The right people are watching you and they'll keep note. #r2r #rec2rec #headhunter #recruiters #sales #headhunters #recruitmenttraining #agencyrecruitment #recruitment

Approaching the 30k LinkedIn connection limit, I'm thrilled to have built a robust network of marketers over my 14-year recruitment career. My unique value lies in my deep understanding of the marketing and recruitment industry, which I've honed through my specialisation in marketing recruitment and my passion for marketing and advertising. However, I know there are many where we have yet to have the chance to speak, so I wanted to re-introduce myself. In the early years, I specifically chose to specialise in marketing recruitment, as marketing and advertising have always been a personal interest. It began supporting gaming and gambling firms across Europe, and after a successful project placing multilingual PPC and SEO managers, my path took shape. During my 7.5 years as an employee, I enjoyed working with various e-commerce brands, from small businesses to big corporations, especially in London and Europe, to hire great Digital Marketers. With the birth of my daughter, working as an employed consultant meant little opportunity to see her grow up. Acquire Digital Talent was born. Over the past 5-6 years, I've embraced the mantra of inch-wide, mile-deep and continued to support disruptive consumer brands with various Digital & Growth Marketing hires. My network primarily operates at the mid-senior level, and I've focused on mid-senior-level hires across performance, growth, and lifecycle marketing, showcasing my adaptability and growth within the industry. Over the coming months, I plan to build the team here to support our clients with recruitment expertise across more comprehensive marketing positions and open new divisions within creative, data, and product. Outside of recruitment, I've been dedicated to supporting my networks with insights. Four years ago, I launched a podcast (Scale of One to Tech) where I've had the privilege of interviewing senior marketing leaders. Three years ago, I initiated my first WhatsApp community (CMO & Marketing Director Forum) to foster networking, sharing, and learning among CMOs and VPs. This success led to establishing the Growth & Performance Marketing Forum, demonstrating my commitment to community building and knowledge sharing. Over the last year, I've been building my network in the US. I've supported D2C brands with director-level Performance, Growth, and Lifecycle Marketing hires, which I'll focus on in 2024. I don't see what I do as a job.?It's a passion of mine to support consumer brands in becoming household names and marketing professionals in enjoying?exciting careers. If you'd like to contact me, please email?[email protected].

As a recruiter, do you need to have a personal brand here on LinkedIn? My answer is: Yes! As much as we love our current company, there will always be a moment when we part ways and look for a new adventure. If you create good content and have a solid follower base, you are more visible to: 1. Your potential colleagues 2. Your hiring manager 3. The candidates With a personal brand, it's less scary to be facing a layoff or "restructuring" as they say - we all know HRs and marketing are the first teams to be let go ?? What I recommend: 1. Start with a simple post. Today. 2. Be authentic 3. Don't be afraid that you don't have anything to tell - you are unique and you own your story and experience. I wish each recruiter who's reading this, feel good about posting - this is how we take care of our future. How often do you post and would you like to know more on building your personal brand online? My interview with John Hazelton will be out this week, I share all my tips and tricks and talk about my journey: from a teacher -> to QA -> to owning a recruitment agency

Do you run a business and are in demand of an agency that could help you scale to the next level, but you don't know to who you should turn to? We would love to help you! Send me an email at [email protected], tell me that you are from LinkedIn, and explain what you are looking for and what type of agency that you are interested in hiring. We make agency hiring easy!

Creating great recruitment ads is challenging. Even more so with the increasing competition. If you don’t know what you’re doing, You’ll burn through your budget with little to show for. 3 fatal LinkedIn recruitment ad mistakes you must avoid: 1?? Bland visuals Images are the first thing people see. A generic logo on a background won't cut it. Use visuals to convey the role’s unique value. 2?? Cliché copy Your copy must nurture curiosity. You want people to click and apply. So, avoid vague corporate descriptions. Instead: Use concise, engaging messaging tailored for the specific type of person you’re targeting. 3?? Lacking value Quickly getting to your “apply now” CTA is tempting. But unless you convey clear takeaways upfront, You give the impression that’s it’s not worth people’s time. It’s just another forgettable job ad. So make sure you highlight: ? Culture perks. ? Empowering benefits. ? Outcomes candidates can achieve. What matters most? → Strategic customisation. So, take the extra time. Speak directly to ideal candidates. This intentional approach matters. It transforms impressions into high-quality prospects.

If your Personal Assistant isn’t filling up your slack with quality applicants, are you really living? My PA has low-key recruited more DTC marketers than anyone on X. All using this Framework I made 2+ years ago. And its yours: 1. We use 3 main places to recruit candidates. - LinkedIn - Meta - X I’ve tried every job site out there. Very few are worth the effort and most of them are just junk. 2. Filter the ideal candidate She looks at profiles, websites, and socials of each person to make sure they fit our ideal candidate. She then sends them a DM. 3. Message experience is a soft sell. Rather than just dm’ing and going straight for the “apply now” BS we instead do a soft sell. We like to make the call to action “if you’re interested let me know and I’ll send you a loom video explaining the role” We get a FAR BETTER engagement of people responding which leads to more applicants. 4. Then apply via a VideoAsk application I’ve tested 5 different application processes. The one I like is VideoAsk atm. Essentially, you ask them a series of questions and they respond to each one via a video. It’s a great way to see: - Being on video - Thinking on their feet - How well they follow directions - How well they can communicate - How they handle a nonprepared environment My team will then review the video ask submissions. If they pass, we reach out for an interview. I’ve hired 80 DTC marketers this way. I’ve also taught the handful of agencies I coach this method. Recruiting top talent is no longer our problem or the agencies I've shown this too. Ps: if you're an agency and wish for shortcuts like this dm me. I coach a handle full of agencies monthly.

There are a ton of recruitment agencies out there — so, what makes HireFor different? Here are three things that set us apart from the others: ?? Our services are extremely customizable and we don't take a one size fits all approach. Whether you want us to step in and act as your internal talent acquisition team or just help with sourcing great candidates and scheduling interviews and coordinating feedback – we’re here for any and all of it. We don’t impede your process, we add value to it. ? We do not send an endless amount of resumes. The reason companies work with us is because they either don’t have time to review resumes and they want personal recommendations or they’re not seeing the quality of applicants they hoped for. ?Let us do the heavy lifting by talking to a ton of people and sending you a lower volume of highly qualified candidates who check your boxes AND fit with your culture and values. ?? We have a connection to industry experts! We are proud to be a part of Workweek Media and have a direct connection to content creator networks and opportunities. This expands our reach to candidates who are actively invested in becoming experts in their field. Our content creators are in media (Adam Ryan), marketing (Daniel Murray), DTC/ecomm advertising (Nik Sharma), growth (Ari Murray), content (Tracey Wallace), sales (Alex Alleyne, Gabrielle “GB” Blackwell), HR (Hebba Youssef), fintech (Alex Johnson), and healthcare (Blake Madden). Want to partner with us? Think we’d be a good fit? Message me!

One overlooked hiring trick that can get you dozens of A-player applicants without posting on job boards or running ads This works especially well for sales, marketing and IT roles To give you some context When we hire, we hire everywhere. You probably, too. - ads - network - poaching - FB Groups - Job platforms - Recruiting agencies … But there’s one applicant source, I think most people are missing: > Niche newsletters So here are 3 reasons why you should give niche newsletter hiring a shot if you haven’t tried it yet: 1/ Trust A solid niche newsletter often has a loyal following of dedicated readers. Your job post gains instant credibility because ?it comes from‘ a publisher they trust 2/ Cheap Instead of spending thousands on ads or paying a head-hunter 20% of your hire’s salary, you can often get these job posts for a relatively cheap price, often a few hundred bucks 3/ A-Player Potential A-players don’t just subscribe to average mainstream newsletters and call it a day, they want to become absolute experts in their fields. They watch tactical youtube videos with 79 views, exchange in small forums AND… read newsletters of industry-leaders When I tried niche newsletter hiring for the first time, I was surprised by the density of high caliber people I highly recommend you give this a shot if you struggle to find A-Players