Clark Willcox

The Digital Recruiter

𝗗𝗜𝗚𝗜𝗧𝗔𝗟 𝗥𝗘𝗖𝗥𝗨𝗜𝗧𝗘𝗥 -
𝘋𝘰𝘯𝘦 𝘍𝘰𝘳 𝘠𝘰𝘶 𝘊𝘰𝘯𝘵𝘦𝘯𝘵 
Digital Recruiter Academy 
Linkedin Sprint - set up and running in 6 weeks.  

Since I started the Digital Recruiter in October of 2021, I've generated millions of impressions from LinkedIn content & averaged 20-30 inbound calls per month. Not once have I gone viral because it's not necessary to generate revenue.

We've helped 100's of recruiters on becoming micro influencers to help them generate outbound & inbound leads with better quality clients & candidates. 

𝗪𝗵𝗮𝘁 𝗼𝘂𝗿 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘀𝗮𝘆

“Working with Clark and his coaches has been a game changer! As a business owner, the most important piece was finding someone with industry experience. There are many other marketing/digital marketing partners; but no one knows the RECRUITMENT industry better.” - Lindsay Lambert, Managing Member @ Permanent Staffing Solutions

"Clark and his team revolutionized the way I think about candidate/ client acquisition! Their approach is totally different from anything I had heard before, and was incredibly effective for me (especially on the client end). I signed 3 clients within the first 3 weeks of being in this program.

They do a great job of taking a theory about effective BD and translating it into a process that is easy to understand and implement." - Samantha Reader, Founder @ Mountain Top Recruiting

“Since we've started this program (4 months) we've increased our revenues by $88,000 between 4 separate placements that we could directly attribute to the sales strategies that we learned during The Digital Recruiter.” Nick Loehr, Co-Founder/ CEO @ JL Recruitment Group

Founder

Digital Recruiter Talent Group

How we work
-𝘚𝘱𝘭𝘪𝘵 𝘗𝘢𝘳𝘵𝘯𝘦𝘳𝘴𝘩𝘪𝘱𝘴
-𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴 𝘧𝘪𝘯𝘥𝘪𝘯𝘨 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴
-𝘌𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘚𝘦𝘢𝘳𝘤𝘩𝘦𝘴

We have recruiters covering the following verticals and departments

SaaS - Sales, Marketing, Product, Engineering
Construction 
Accounting and Finance
Healthcare Tech
CPG

Founder & CEO

Shay Rowbottom Marketing

Assisting Shay Rowbottom (Linkedin's #1 viral video infuencer) with messaging + outreach strategies.

Consultant

Art of Sales Academy

AOSA is a lead generation and sales consultancy that was originally created to help service providers and software companies drive more sales opportunities + acquire new clients.

In November of 2020, I started the recruiting wing of AOSA. This created additional 30% plus new revenue stream for AOSA in 2021 and is now the best performing industry niche for the agency. 

In 2021 alone, we helped multiple small recruiting agencies add six figures in new business billing.

Business Development & Account Manager

Willcox Associates

Consulted small businesses on their internal hiring, training and retention processes.

Aerotek

World Class NPS (Net Promotor Score) from my Clients 

3 of my 4 direct reports received promotions, with a 3rd being in interviewing stages before I left. 

Developed & managed accounts bringing $3-$4 million in annual revenue.

Skilled Trades & Production Account Manager

Promoted to Account Manager after 9 months as a Recruiter. 

Placed candidates in Skilled Trade & Labor (primary), Professional Services, Scientific, and Engineering fields. 

Hit the $10,000 in weekly spread (profit to the company) mark within 5 months.

Skilled Trades & Production Recruiter

iTelecom - An Elite Solutions Provider

Door to Door B2B Sales. This was where I learned how to handle rejection in business and keep getting back up. 

Created $200k in new revenue created without knowing what in the world I was doing.

Account Manger

Aéro Film

Production Assistant

University of Florida

Football Video Graduate Assistant

United Football League

Video Production Assistant

We help consultative (not transactional) recruiters and consultants get back their time and stop chasing hiring managers.

Ever said "If they only knew we were different, they would work with us!"

Good news, you don't need expensive or complicated tech to make that the case in the digital age. 

You just need a better approach.

One where you aren't acting like a transactional recruiter and begging for business right away. 

One where you feel you can disqualify and WALK AWAY from bad potential clients.

You need to utilize your leverage.

What turned you into a top biller or firm? You made more calls, more placements, overcame more losses and now you’re still standing.

In all that time, you never learned marketing. Why would you? You were too busy recruiting.

However, now there’s way more competition. Young kids building AI and tech focused agencies. 

But what happens when they get on the phone? They aren’t savvy.

They don’t know how to run a meeting like you did.

So how do you compete with them. You buy the tech, but you or your team don’t use it correctly. 

What you need is a way to stand out.

That’s where we come in. We help you shorten your sales cycles and create an abundance of warmed up calls with your ideal market.

Showing you how to authentically stand out from the recruiting crowd and position YOU as the recruiting authority you are and that your market needs.

No more pointless cold calls & emails.
No more thoughtless AI-generated content that is hurting your brand.
No more wasting money on a tech stack that just sits there. 

Hiring managers and candidates want to know that you're different.

Don't tell them. Show them. 

We've worked with 100s of recruiters gain millions and millions of impressions from their target market and turn that into more quality meetings through strategic automation and content led outbound.

𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗠𝗼𝗱𝗲𝗹𝘀:
Do it yourself - Digital Recruiter Training Library (200+ trainings)
Done with you - Digital Recruiter Bootcamp
Done for you - LinkedIn Sprint 
Fractional CMO - I take over your marketing and outreach systems and strategy

Message me for more details

𝗥𝗲𝘀𝘂𝗹𝘁𝘀
"𝘌𝘷𝘦𝘳𝘺 𝘱𝘰𝘴𝘵 𝘐 𝘮𝘢𝘬𝘦, 𝘐 𝘨𝘦𝘵 𝘢𝘯 𝘪𝘯𝘣𝘰𝘶𝘯𝘥 𝘭𝘦𝘢𝘥." - Rachel Brown, Physical Therapist Recruiter. 

𝗔𝗯𝗼𝘂𝘁:
10+ years in recruiting & sales, starting with cold calls, door to door telecom sales. I've been through the ringer in life and business, every mistake in the book, & bounced back each time. By the Grace of God, I went from orphaned to having my own wonderful family.

Growth partner to solo recruiters and small recruiting agencies. 

Need to improve your LinkedIn presence + outbound/inbound approach?

Looking to train up your current crop of recruiters?

Looking to add candidates with potential and a training partner to help them achieve it?

Welcome to the Digital Recruiter

https://testimonial.to/recruiter-accelerator/all

“You guys are awesome and have taken a huge burden off of my shoulders.  Trying to build a business (unexpectedly) while navigating my husbands career demands, my family demands is majorly stressful. You totally delivered and I can focus on what I’m actually good at.”

Tara Rochelo, Founder, Four Corners Search

Let’s see how we can help:
https://calendly.com/thedigitalrecruiter/strategy

The most rewarding part of the business in 2025 for me?

Finally accomplishing something that always seemed out of reach.

Building a team. 

Mady Willcox started it. Pure tenacity, focus and intelligence to help put my brain to paper and delegate accordingly. 

Then she helped find, hire and train the incredible Li'l Kaye Salvatierra who has been an absolute game changer.

Riley Darfus leveled up BIG time. Podcast production, video clips, creating logos and banners and other designs, creating text posts. We're now 110 podcast episodes produced and expanding that service to clients.

Ross Mayfield joined up officially and went full tilt with DR after 4 years of working together and him supporting our community. 

Now he runs the Digital Recruiter Academy + being our "LinkedIn Coordinator" with his vast experiences writing 1000s of posts and messages.

Keely Flood supporting on the sales coaching side for our clients and introducing people to Digital Recruiter. 

Cristina Rexach helping me figure this out for a couple of years.

This Thanksgiving, I am grateful to have a weekend where I can decompress, recharge, and know that everyone is rowing the boat in the same direction.

...and by decompress I mean wrangling in our 2.5 and 9 month old boys who like to moonlight as hyenas. 

Grateful to have dream clients. Seriously, it's unmatched with the commitment level people bring to the table to make this work. 

This industry is not easy, but it can be extremely rewarding. 

Looking back on the days where I had no family, no money to my name due to my own failures, and a fairly bleak reality, I'll never take a second of this current setup for granted.

My hope for you is you get to enjoy some good food, some football, most importantly some family. 

Cheers 🥂

Founder @ The Digital Recruiter || Fractional Sales + Marketing || We fix and create your business development engine so your prospects actually start responding to you

Posting content on LinkedIn? Here's a crucial mistake to avoid…

👇

Don't post for other recruiters. Post to your next ideal client.

Here’s how recruiters get off track with content,,,

-You start posting
-You connect with other recruiters
-Your feed becomes recruiter-heavy
-You start writing for them instead of your market

But your goal isn’t to impress peers.

It’s to connect with hiring managers, the ones who pay the invoices.

So here’s the move:

-Build your ecosystem with people in your market
-Ignore the feed, watch your analytics instead
-Keep posting for your buyers (yes, even if they’re lurkers)
-Unfollow anything that throws you off track

Remember, comparison is the thief of joy.

You’re not here to win likes, you’re here to build trust and win more quality business.

That’s the game.

JSESSIONID

li_at

Hiring Assistant for LinkedIn Recruiter & Jobs

The name of the game on this one was nothing flashy…

Consistency.

Start showing up on LinkedIn.

Keep showing up.

Don’t stress about likes. 

Focus on the pain points in the market, 

Just keep it going.

The right people notice if you give them quality content consistently.

graphical user interface, text, application, chat or text message

"I've gained 1000 new followers already (under 2 weeks)...I am so all in on this approach" This stopped me in my tracks yesterday in our Digital Recruiter Academy Call. 

Again, this recruiter has been in the program for less than 2 weeks.

And you know likes and followers aren't the main thing we care about. 

BUT - to generate that type of buzz around content that resonates with your ICP.

And have them follow you at that level?

Huge before and after.

Now she has a flood of potential clients and candidates that know who she is. 

She's on the radar.

She just has to stay with it. 

It's all about the "small wins" as my friend Keely Flood says. 

Those build up to the big ones. 

Add in the first placement she locked up as a new agency owner (all her work, this was pre Digital Recruiter). 

And she's off and running with some fantastic momentum.

Who says the holiday season needs to slow down?

Thanks to my good friend Benjamin Mena for inviting me yet again to speak at his epic summits. 

It's free and the best in the game. Make sure to sign up to get your 2026 off to the right start.

As everyone is going more towards "CHECK OUT MY AI WORKSHOP BOOTCAMP, WE ARE THE EXPERT"

...we've noticed what works with Digital Recruiters...

Staying consistent.

Finding areas to be more human. Knowing where people are relying on AI, so where can we leverage that to our advantage.

-Knowing how to have authentic conversations
-Seeking to understand your market first.
-Quality content that resonates
-Finding the line of always using automation, but not being spammy
-Ways to incorporate AI to speed up your workflow, but not ruin your brand

This is how you get GREAT clients (remember, clients aren't clients until they pay an invoice, looking at you contingent signed paper work warriors). 

That's the goal right? 

No awkward calls booked from a lead gen company. 

No being desperate to work on any calls.

Do outreach and content the right away, and watch your BD worries melt away in 2026.

Need to hire? We can help! - Headhunter - Managing Partner

𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗹𝗲𝘃𝗲𝗹 𝘂𝗽 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗴𝗮𝗺𝗲 𝗶𝗻 𝟮𝟬𝟮𝟱?

Recruiting never slows down. If you want to build a bigger book and stronger relationships, you need fresh tactics and the right network.

That’s why I’m thrilled to announce that Clark Willcox will be sharing his expertise at our Sales & BD Summit this January. This summit will show you:

How to fill your pipeline with high‑quality leads and bill more
Proven outreach and negotiation strategies that convert
Ways to use AI tools and automation to save time without losing the human touch
The mindset shifts needed to create repeat business and referrals
 
The summit is packed with actionable playbooks from 30+ industry leaders who will help you hit the ground running in Q1. Live sessions are FREE, with options to upgrade for replays and deeper learning.

Building strong professional networks and relationships is one of the most effective ways to find new opportunities and accelerate your career. 

Don’t miss the chance to learn from the best and connect with other driven recruiters.

Join us and set yourself up for success in 2025!

👉 𝗥𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗻𝗼𝘄 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗦𝗮𝗹𝗲𝘀 & 𝗕𝗗 𝗦𝘂𝗺𝗺𝗶𝘁 – 𝘀𝗽𝗼𝘁𝘀 𝗮𝗿𝗲 𝗹𝗶𝗺𝗶𝘁𝗲𝗱

https://lnkd.in/erupSzN5

3 exclusive director roles placed from his first post. 

This is what can happen when experience, successful recruiters take their talents to the LinkedIn feed. 

Sharing their authentic voice, stories and perspective. 

Will everyone get an exclusive client from their first post? 

No, but every successful recruiter can get clients from LinkedIn. 

Might be post 1

Post 10

Post 50.

All you need is this

1) understanding that content can work for you  

2) understanding of copy writing and marketing principles 

3) how to capture your voice and create content that resonates with your ideal market 

4) how to follow up when you have a digital presence (it’s different than cold outreach) 

5) a flywheel that connects with your ideal market daily 

6) Consistency 

2-6 is the reasons people work with us. Because you are a great recruiter and sales people. 

Not necessarily to be a marketer.  

So once you believe 1), what are you waiting for?

I was reminded today of one of my favorite things about retained search firms getting into cold outreach. 

"Cold email didn't work"

"LinkedIn automation didn't work"

Let me guess.

You are used to building relationships, getting referrals, gaining trust, etc before getting clients right?

Yes.

And so now, you're reaching out to people that don't know you at all, and wondering why pitching yourself in 3-5 messages about how you recruit in a special manner and saying it doesn't work?

Yes.

So the thing that gets you these great clients and fees upfront, you're not replicating any bit of that to people that don't know you.

You have zero leverage.
You have zero authority outside of the people that know you offline.

But now, you're competing with ALL the other recruiting agencies your market comes into contact with.

There is no shield and status.

...Until you earn it.

And that's done with marketing + strategic digital network building.

There's a reason we aren't "lead gen"

Because lead gen approach is useless in an industry where relationships are paramount.

And people are the product. And people are volatile.

Look for ways to reduce that friction. To get people to buy into you.

No, they won't do it because you say you're the best.

You have to 𝘴𝘩𝘰𝘸 them why you're the best.

And do that over and over again.

Thank you to everyone who extended their Cyber Monday deal for my own benefit, just in case I missed out!

Ashley Woods didn’t discover recruiting.

Someone recruited her into it but she’s the one who chose to master it.

She learned to ask better questions, study the market, sit in coding meetups just to pick up keywords, and earn credibility by speaking the language of the people she served.

Then she hit a wall.

The workload was heavy, the hours were brutal, and even after winning big, she realized she’d built a career on urgency, 80–100 hour weeks, and no time for the things she actually loved.

So, she stepped away and then rebuilt everything.

She left recruiting for tech sales, realized she missed the impact of this industry, and when she came back through, she rebuilt her entire operating system: time audits, energy audits, automation, partnerships, and systems that pulled her out of reactive work and into high-value, intentional work.

That structure eventually became Time Rich Recruiter, where she now teaches recruiters how to buy back their time, protect their energy, and still deliver real results without burning themselves out.

Her message is simple:
You can be a high performer without sacrificing your entire life to do it.

Listen now:
YouTube: https://bit.ly/4nSAvPf
Spotify: https://bit.ly/3LOyzd3
Apple: https://bit.ly/48fi16L

Open article: Digital Recruiter Podcast by bit.ly

"I KNOW that post was about me" 

Words from a prospective call last week. The thing is...

It wasn't our first call.

That was back in September.

Right after he gets swamped with searches. 

Ends up closing a couple hundred thousand and change on fees.

Time well spent right?

Yes, but...

In that time he could have had his biz dev engine built by our team. 

And as he is wrapping up the latest big wave.

The engine would have kept that momentum going.

Not to mention it would help him find a few of these candidates MUCH faster and freed up crucial time for him.

All good though. I get why agency owners think they can wait to install a BD engine.

Here's what to remember

1) You always get more when you have enough. When you're chasing is when things get way harder.

2) If you get swamped with leads...that's when you can actually walk away from business and/or raise fees or have the confidence to push more retained searches. 

AKA, nothing bad happens when you have an expert install and run a true BD engine.

That makes you look good, daily, in front of your market. 

(Yes, he joined and we're getting after it starting this week)

Thank you Jon Davis for inviting me down to #talentnetlive

Craig Fisher, great job creating an action packed event in one day. Tons of collaboration and passionate conversations. 

End of the day? Everyone's trying to figure out the balance of automation, AI and where humans step in. 

For my agency recruiter friends...if you can slow down, meet managers and companies where THEY are at...

You're going to do just fine with business development.

And if you use certain types of automation, forget about it. All of them have too much red tape to even figure that piece out.

CEO at Signature Back Office Solutions

Applied AI & Digital Strategy | CMO/Advisor | Employer Brand & TA Marketing | B2B Demand Gen (HR Tech) | Builds Pipelines that Convert | Author ‘Hiring Humans’ | Keynote Speaker

Here's the thing with content.

Specifically, content that sells. 

The bests posts are never what you think. 

It's not the selfies.

It's not the "here's a graphic about how much we care." 

It's not the "National hug a puppy day." 

Not that any of those things are bad. (OK, maybe selfies are). 

It's none of them are RELEVANT. 

Relevant to a business pain point. Let alone a hiring one. 

Think through why clients pay you fees. 

Those nuances.

Why your best client went with you. And kept giving you roles.

While another great client went with you for a different reason.

Think of their buying journey. That' where the content is.

Can't think of your customer's buying journey?

Then I can nearly guarantee you that's where you're having issues with BD and marketing.

Know your customer, then you can sell to them.

...without "selling"

"What's your MPC approach?"

A client asked me that last week.

My answer? It depends.

Most placeable candidate plays can definitely work.

I used them all the time at Aerotek last decade.

You introduce a hyper-specific person for a hyper-specific role.

It opens a door. But then comes the dance.

Is this person actually in process?

Is the profile even real?

Or is this just another recycled script agencies are running?

Because nowadays, managers are getting bombarded with MPC's. 

So now, prospects start to doubt.

Not just the candidate.

The whole approach.

Not to mention the overthinking I see take place when crafting this candidate.

Instead, I told my client to think of it this way.

He has deep market knowledge. He can talk shop. He spots hiring issues in seconds.

That’s what actually builds credibility.

He IS the MPC.

Him leaning into HIM being the most valuable partner, that can find THEIR mpc, whether he has them in network already or not.

That's the value.

If a company’s had a bad run with agencies, who do you think they trust?

The one chasing a candidate.

Or the one who sounds like they’ve already worked the job.

So a few messages and voice notes later.

He booked more quality meetings, with the right people...

People who are excited to work with HIM. 

Not the mythical, magical candidate. 

Happy hunting.

Funny how content works.

The clients, current and former, I also see on my feed?

Are all the ones DM-ing me wins week after week. 

Quality consistency always wins.

It's not just about "showing up." 

You have to give your audience time to build trust with you.

Now, just make sure you aren't relying on lazy AI content that no one is paying attention too...

Then you're just imploding your brand before you even have one...

The reason your content doesn't convert to business is extremely simple. 

Yet, most people can't help themselves. 

And even if they are consistent for a little bit, I usually see this fall off occur.

Your content is all about you.

And no one cares about you.

It's ok, no one cares about me either. 

And that should be extremely freeing for you. 

Your next 10 clients all have hiring issues.

Otherwise they wouldn't be clients.

So stop posting about you.

Start posting about them.

And the problems that each of those 10 clients have. 

Naturally, you'll talk about how you solve those problems.

They want the solution, you're just the middle man to get to that result.

So remember...

You're the middle man or woman to the solution...not the subject.

Best practices for running automation and content on holiday weeks.
after doing this for nearly 6 years. 

1. Keep running campaigns. Turn it off on the holiday day. That's when no one believes you're working. But run it the days outside of that.
2. It's a great to test new audiences. 
3. Don't assume people aren't on here. Sometimes it's the one time they get a break, they engage with family for a bit, then what? On their phone. 𝘛𝘩𝘪𝘴 𝘪𝘴 𝘦𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘭𝘺 𝘢 𝘨𝘳𝘦𝘢𝘵 𝘸𝘦𝘦𝘬 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘵𝘩𝘰𝘴𝘦 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘵𝘩𝘢𝘵 𝘢𝘳𝘦𝘯'𝘵 𝘢𝘭𝘸𝘢𝘺𝘴 𝘢𝘤𝘵𝘪𝘷𝘦.

70% of linkedin users in 2025 are on mobile according to my chat gpt research. Keep that in mind. 

^^ also a good note as to what I space out posts the way I do. It's easier to read.

Yes, your impressions will go down most likely with content. Share the gratitude post, etc. 

But again, even 100, 500 or 1k impressions by your ideal prospect, could turn into a lead.

Just because other people take their gas completely off the pedal, doesn't mean you need too.

With 1-2 hours of work you can still be prospecting and marketing, and still getting fat on turkey, stuffing and pie. 

🦃

When you have your top of funnel BD going non stop, it feels like "Me, Myself & Irene"

You never know which personality you'll get on a given interaction.

Current client - "Hey! I have a referral for you" and proceeds to tell them all about the great work you do.

New connection - "Hey, great to connect, seeing your stuff, I'd love to learn more" 

New connection - "I'm not interested in services" - yet you never pitched services

Prospect - "Yes! Let's meet up for coffee. I love meeting up around this time of year and catching up with folks."

Current Client - "How do we level up and do more work together this year"

25 ish unread messages to get back to in the inbox today 

150 other people I reached out to this week - *Crickets

What's the lesson in all this?

Have a system.

Dial in your approach.

Never stop.

Go with the flow. 

Don't bend your principles for anyone.

The name of the content game. 

It's not enough to just post now. 

With the introduction of AI, there's more of it...and will continue to be more of it.

So there needs to be posts like this.

Posts taht arent prefect and have typeos. 

More importantly, posts that have your voice.

Now, you can "save money" and just paste whatever AI junk you come up with it.

Or you can treat content marketing like the revenue engine it should be for you. 

And that's 3-4x posts per week.

In your voice.

That resonate with your market.

While you're connecting with your market. Daily

No weeks off. 

Stop chasing. Free up your time. 

But, that doesn't work if you try to shortcut it.

Or don't invest in the key parts of your business.

It's not more people you need. People you have to manage and train.

It's optimizing YOU. 

Do that and watch the need for cold emails or calls go away.

All outreach turns warm.

That's why we've pivoted to help high performing recruiters with the tough part of all this.

Consistently creating.
Consistently having campaigns running
Consistently tracking leads. 

We do that for you, so you can focus on closing.

Marcus Quigley never dreamed of being a recruiter and as he puts it, nobody does.

He was in lending, trying to sell products he didn’t believe in, until a mentor pulled him into recruiting and he realized he actually loved the work, helping people, solving problems, building relationships.

He spent five years running a full desk, learning everything the hard way.

Then he went out on his own… and got crushed.

Wrong timing.

No process.

Spray-and-pray outreach.

Down to his last $4–5k, he even took a loan against his 401(k) just to take desperation out of the room but once he slowed down and rebuilt things the right way, everything changed.

He popped six placements in a month. And after doing just one deal last November, he’s already passed 20 this year.

He found his lane in legal recruiting, direct, decisive, no gray area, exactly how he works.

He vets deeply, tells the truth even when it costs him money, and walks away from clients who don’t respect the process.

And behind all of that is something he shared openly: he recently lost his dad.

After losing his dad, Marcus began showing up with a different level of purpose, in his life, his relationships, and his business.

It’s why he leads with integrity, why he chooses kindness, and why he does the right thing even when it’s hard.

His message is simple: You don’t need ego or urgency to win, just honesty, consistency, and doing the right thing for the long term.

Listen now:
YouTube: https://lnkd.in/e9F3EPtH
Spotify:  https://lnkd.in/eSuVCt3K
Apple: https://lnkd.in/edETtFvK

podcasts.apple.com

Digital Recruiter Podcast

Legal Recruiter | Founder @ Recruitify | Helping law firms hire the right talent | Marcus@RecruitifyUSA.com | 949-966-1932

Black Friday Deal! No wait, Cyber Monday! Just kidding, this one's free.

Digital Recruiter Academy has switched over to Skool the day before Thanksgiving.

I know, genius level on my end when no one wants to check their email.

Any way, there's a cool feature for a 7 day free trial. So I turned that thing on.

Outreach + Automation call at 12pm EST today.

The legendary Content workshop on Thursday hosted by Ross Mayfield.

Access to most of trainings we have that have helped recruiters make a ton of placements (I'll remove the random number thrown out there), buy back their time and have hiring managers genuinely excited to work with them.

Also how to use this system to get way more quality candidates in less time, without relying on InMails. 

Check it out: 

https://lnkd.in/e8YhxCnH

Open article: Digital Recruiter Academy by tinyurl.com

Quantum Search Partners

Our team delivers executive search-level precision to professional and technical hiring - without the bloated timelines and inefficiencies. Think staffing firm speed, but without sacrificing quality. 

We believe great hiring isn't just about filling roles. It's about aligning the right people with the right mission that's going to inspire their best work. 

We're highly intentional about who we choose to partner with. We align with companies that share our values...Mission-driven organizations, high growth innovators, and businesses that actually care about people. Our priority is long-term partnerships, not transactional placements. 

-3x Inc 5000 Fastest Growing Companies 
-2x WBJ Best Places to Work 
-2x WBJ Largest Professional Search Firms in Greater DC Area 

Core Recruitment Areas:
➡️ Technology (IT, Engineering, Cyber, Data, Product)
➡️ Finance & Accounting (Financial Analysis, Audit, Compliance, Tax, Bookkeeping) 
➡️ Business Operations (HR, TA, Legal)

Chief Executive Officer

President & Managing Partner

I made my first successful placement working part-time for Quantum by the time I was 18 years old, helping a Senior IT Business Analyst land an opportunity with AIG and I haven’t looked back since!

Executive Recruiter

The Post

Member

CEO @ Quantum Search Partners. Our team delivers executive search-level precision to professional and technical hiring - without the bloated timelines and inefficiencies. Think staffing firm speed, but without sacrificing quality. 

We believe great hiring isn't just about filling roles. It's about aligning the right people with the right mission that's going to inspire their best work. 

We're highly intentional about who we choose to partner with. We align with companies that share our values...Mission-driven organizations, high growth innovators, and businesses that actually care about people. Our priority is long-term partnerships, not transactional placements. 

-3x Inc 5000 Fastest Growing Companies 
-2x WBJ Best Places to Work 
-2x WBJ Largest Professional Search Firms in Greater DC Area 

Recent Wins (References Available):

✅ Placed 30+ IT & cybersecurity professionals for a Fortune 100 media/electronics company, helping scale their security org in the process. 

✅ Delivered 90+ placements (contract & perm) spanning engineering, IT, security, product & finance on behalf of a global sports league with annual revenues exceeding $11B. 

✅ Placed 40+ consultants spanning data science, cyber, audit, finance, UX and more on behalf of a Big4 consulting firm. Positions spanned Sr. Consultant through Director and include roles up to TS/SCI+ clearance. 

✅ Partnered closely with cybersecurity innovator from stealth to $200m+ Series C, completing 20+ leadership & high-end IC searches across engineering, security, product, & sales. 

✅ Scaled finance & HR team (20+ placements - contract & perm) on behalf of ENR top 400 construction firm.

✅ Scaled the security, engineering, & product organization of a $10B+ global manufacturing company. Completed 20+ placements including VP of SecOps, Innovation Product Director, and AI/ML Product Director. 

✅ Completed CTO, CISO, VP of Product, and VP of HR searches in addition to several product, design, and engineering searches on behalf of innovative HealthIT subsidiary of Fortune 500 healthcare leader. 

✅ Completed 15+ engineering (data, security, devops, QA) placements including Director of Engineering in the US & LatAm on behalf of Series-C travel software company ($100m+ funding). 

✅ Completed 40+ searches on behalf of a Fortune 500 media company. Searches spanned Sr. Director to high-end IC across IT, engineering, QA, data, and product. 

✅ Scaled the DevOps organization of a Big 6 advertising & media agency, working directly with CTO to place nearly a dozen senior & principal engineers.

Brandon Glyck

We’re excited to welcome Amy Black to Quantum Search Partners as our newest Senior Recruiter! With 10 years in retail sales and management and a degree in Information Technology from George Mason University, Amy brings a people-first mindset and tech-driven approach to recruiting.

Outside of work, Amy loves to travel (she’s been to Ghana and Bangladesh to support local communities) and has an impressive vinyl record collection.

Welcome aboard, Amy. We’re so excited to have you on the team!

CEO at Quantum Search Partners | 3x Inc. 5000 Fastest Growing Companies | 3x WBJ Best Places to Work

I keep seeing recruiting firms brag that they “only go after passive talent” like it’s some kind of elite strategy.

If you’re truly committed to finding the best person for a role, you don’t limit the search to one bucket of candidates. You evaluate the full market. You put in the work. 

That’s real recruiting. Anything else is lazy.

The recruiters who make a real impact don’t stop at LinkedIn profiles and a resume. They go deeper. They consider motivations, career arcs, decision-making, pace, culture alignment, and whether someone can actually succeed in the environment, right now.

For us, that means:

-Turning over every rock in the relevant skill set
-Having honest, sometimes uncomfortable conversations about motivation and timing
-Digging into alignment with the role, the culture, and the business trajectory

Because the best hire isn’t “passive” or “active.”
The best hire is the one who’s right for the role, for the stage, and for the moment the company is in.

Sometimes that person’s actively looking. Sometimes they’ve had a few moves. Sometimes they’re passive.

None of that matters if you actually take the time to understand their story and match it to what the business truly needs.

Zack Armstrong and Denis Vasić are partnering with a fast-growing, VC-backed (Series-C) cybersecurity platform company to help them hire a Principal AI Researcher & Architect (x2). This is a pivotal role shaping the next wave of AI-driven fraud prevention and risk intelligence.

This person will lead advanced model research, architect scalable AI systems, and drive innovation across ML, LLMs, anomaly detection, and real-time decisioning within the platform. You’ll work closely with product and engineering leadership to build intelligent capabilities at massive scale.

-Compensation: $250–270k base + meaningful equity (with some flexibility for exceptional experience)
-Candidate must be based in Austin, TX.

If you’re an AI engineering leader ready to design next-gen systems at the intersection of security, data, and cutting-edge research, please shoot Zack Armstrong or Denis Vasić a DM.

“What questions do you have about this opportunity?” 

You know it's coming at the end of almost every interview. 

And too often, the response is:

-What’s the PTO?
-What are the hours?
-How’s the work-life balance?

Those are valid considerations that do matter. But if that’s what you lead with, you’re not showcasing what you bring to the table. 

You’re skipping over the moment that actually helps you stand out.

Instead, consider asking:

-How do I make an impact in month one?
-What has made others successful in this position?
-How can I prove in my first six months that I was the right hire?

That tells me you’re thinking about the role the right way. You want to understand what’s expected and how to make a difference from day one. 

To be clear, this isn’t meant to call anyone out.
It’s meant to help people position themselves better.

Because if you want to get deep in the process, if you want to be the person they remember, start with questions that show you care about performance and impact.

Then ask about PTO.

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Brandon Glyck

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The Battle

Clark Willcox

Brandon Glyck

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Clark Willcox's LinkedIn Performance

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