Clark Willcox

I help recruiters + consultants build and leverage their brand to attract more of their ideal clients (and candidates).

You didn't become successful by accident.

You got there by making more calls, closing tougher roles, and outlasting everyone who quit early. 

You built real skill, running great meetings, understanding the market, and delivering results that speak for themselves.

But today, being a high performer isn’t enough to get new business. Or even referrals.

The digital landscape is louder, more crowded, and full of “AI-first” recruiting agencies that look polished online but crumble once a real sales conversation starts. They don’t have your experience, your instincts, or your ability to run a consultative call.

You still win the meeting.

You’re just not getting enough of the right meetings.

That’s the real problem, not your ability, but your positioning.

Most top recruiters never learned marketing. Why would you? 

You were too busy billing. But in today’s market, authority is currency. And if your ideal clients don’t see you as different before the call, they assume you’re the same as every other recruiter DM’ing them.

That’s where I come in.

We’ve helped 100s of recruiters + consultants create consistent inbound demand, elevate their authority, and regain clarity and time.

You don’t need more tech.
You need a better strategy and likely someone to run it for you.

To get what you want which is...

Shorten sales cycles
Book more warmed-up calls
Increase client quality
Use their story, skill, and expertise as a competitive edge

In short, you stop chasing and you stop 

And we do the work for you, strategy, messaging, content, outreach, and systems.

No more pointless cold calling.
No more AI fluff.
No more tech stack collecting dust.
No more roles that were never going to close.

Your experience is your leverage.

I help the market finally see it.

𝗢𝗳𝗳𝗲𝗿𝗶𝗻𝗴𝘀
Fractional Sales + Marketing: I run your entire inbound + outreach engine.
LinkedIn Sprint: A fast, proven campaign and content system.
Digital Recruiter Academy: Build a full-funnel recruiting business.
1:1 Coaching: Customized growth and positioning strategy.

“Every post I make, I get an inbound lead.” - Rachel Brown, Founder + PT Recruiter

𝗔𝗯𝗼𝘂𝘁 𝗠𝗲
10+ years in recruiting and sales, door-to-door, agency, entrepreneurship. I’ve failed, rebuilt, and grown through every season. By the grace of God, I went from being orphaned to having a family of my own and a career I love.

Message me if you’re ready to market like a top performer, not a commodity.

Founder

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

Most recruiters are trying to boil the ocean.

"I'll work on anything"

They work across multiple industries. 

They try to fill every role from entry-level to C-suite. 

Which alone isn't a problem. 

The real problem...

They never say no to a search.

And they wonder why they're struggling to gain traction outside of referrals. 

The most successful recruiters I know have a laser focus. 

They become experts. 
They know the talent landscape. 
They know the compensation bands. 
They know the companies that are growing and the ones that are struggling.

When they reach out to candidates, they speak their language. 

When they talk to hiring managers, they add real value.

Yes, specializing means saying no to potential business. 

But it also means becoming the only recruiter your ideal clients would consider using.

Stop trying to be everything to everyone. 

Start being the definitive expert for someone.

Watch your cold prospects turn warm and start responding to you instead of ignoring.

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

Your success as an agency recruiter isn't determined by how good you are at finding candidates. 

It's determined by how good you are at choosing clients.

What causes the desperation in taking on bad business?

Not having a system and approach that can reliably get you quality at bats.

Now, I see plenty of people selling systems.

It’s the approach that isn’t getting talked about. 

Until Digital Recruiter came along.

Recruiters, of all billing numbers, learned in 2025 that the tech stack and systems won’t save you. 

Only you can save you.

Fix your approach by knowing your market.

Once you know your market, you leverage your wins….

Then, you can weed out the good eggs from the bad.

When you have enough in the pipeline… you have the courage to walk away when necessary.

If the first 7 days are any indication...

Wow. 

It's going to be an amazing year. 

If you have doubt, let me potentially provide you  a spec of inspiration. 

The famous Rudyard Kipling poem, "IF." My uncle gave me a framed picture of it back in 6th grade, and it's always stuck with me. 

We had to a recite a poem from memory every year in school from 4th-8th grade. This was one I picked the year I was gifted this.

I won't paste the whole thing here, nor do a I have a recording of my non-finalist performance, but here's the first two lines, which is a good reminder as we forge ahead with all the chaotic energy of the world.

𝘐𝘧 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘬𝘦𝘦𝘱 𝘺𝘰𝘶𝘳 𝘩𝘦𝘢𝘥 𝘸𝘩𝘦𝘯 𝘢𝘭𝘭 𝘢𝘣𝘰𝘶𝘵 𝘺𝘰𝘶
𝘈𝘳𝘦 𝘭𝘰𝘴𝘪𝘯𝘨 𝘵𝘩𝘦𝘪𝘳𝘴 𝘢𝘯𝘥 𝘣𝘭𝘢𝘮𝘪𝘯𝘨 𝘪𝘵 𝘰𝘯 𝘺𝘰𝘶;

The right people always want reliable, engaging, smart people to have in their network.

Be steady, calm, consistent. 

Be trategic, get stuff done, & have a positive outlook.

Those traits win. 

ID the right and wrong people for you. 

Don't worry about the latter.

Focus on the former. 

Results will happen.

Great clients and partnerships are out there for you, waiting to be forged.

undefined undefined

Founder @ The Digital Recruiter || We help you create more opportunities to get quality clients & candidates that want to work with you || Be Coachable

We help coachable recruiters get more clients & candidates that can't wait to work with them. 

How? The answer isn't more expensive tech. It's this 👇


A better system
A better approach 
Consistency

And your ability to admit you need all three of those things at the same time to get what you want. 

You have the ability to get prospects, clients and candidates, all at the same time, that can't wait to work with you. 

Clients & candidates can look at you as THE recruiting authority and solution they've been needing.

You can say goodbye to pointless cold calls & emails.
You can say goodbye to thoughtless AI generated content that is hurting your brand.
You can say goodbye to not leveraging that expensive tech stack. 

You just have to become a Digital Recruiter.

The number 1 way to do that in 2025? Leverage your LinkedIn first. It's a vastly misused platform and you're leaving money on the table. But don't worry we'll show you how to get much warmer calls too and not rely on InMails.

We've worked with 100s of recruiters gain millions and millions of impressions from their target market and turn that into more quality meetings and inbound/outbound leads. 

We've also transformed recruiting desks, corporate and agency, and put their candidate outreach on autopilot. 

𝗪𝗵𝗼 𝘄𝗲 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝘄𝗶𝘁𝗵:
Solo recruiters, agencies and corporate recruiting teams that care to not say they are better, but take action towards making it happen. 

𝗪𝗵𝗮𝘁 𝘄𝗲 𝗱𝗼:
Fix your top of funnel. We start with LinkedIn and work from there. Because LinkedIn is a sitting gold mine and way easier than cold calls and emails in 2025. 

𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗠𝗼𝗱𝗲𝗹𝘀:
Do it yourself (Digital Recruiter Training Platform)
Done with you (Training programs)
Hybrid Done with/for you (CRM & Content Implementations)

𝗥𝗲𝘀𝘂𝗹𝘁𝘀
LinkedIn recommendations below & video testimonials https://tinyurl.com/565wmsmy

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

𝗪𝗼𝗿𝗸 𝗪𝗶𝘁𝗵 𝗠𝗲:
If you're ready to invest in an approach that works, let's chat.

https://calendly.com/thedigitalrecruiter/strategy

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.

Digital Recruiter OS. A free email course that over 7 days will lay out exactly what you need to do to start getting better clients and candidates. 

-LinkedIn Profile
-Which LinkedIn tool to use
-Using Automation
-Manual and Drip Sequence Messaging
-Content Strategy

Free LinkedIn Course

Only if you're serious about investing in leveling up your outreach and brand game.

No "picking your brain"

Digital Diagnostic Call

Digital Recruiter Podcast | a podcast by Digital Recruiter

Digital Recruiter Newsletter

Check out video testimonials from agency recruiters and owners we’ve worked with. 

Client Testimonials  

You're looking at your 2026 goals today. Here's a 2022 goal of mine that came true that I wish for you...

Build a pipeline so full you can afford to be authentic.

Plant your flag.

Attract your tribe.

Be OK with those who don't want to be part of it.

You only need a handful of great clients. 

Speak to them. Consistently. Truthfully. 

Don't be boring.

Don't sugarcoat it.

Engage.

Give without expecting back. 

Let go when you realize someone isn't on your level.

Because you know the people you're looking for are fewer and farther.

But that doesn't stop you from searching and marketing to them.

My man Anthony Allen, CSCP 👊

If you’re a recruiter looking for inspiration from a positive person that works hard and is doing some great work on BD and content side.

Make sure to follow him. He exemplifies everything the Digital Recruiter mission is about

Supply Chain Exec turned Recruiter | CPG & Food/Beverage Executive Search | Helping companies avoid costly supply chain mistakes by hiring the right leaders first

Digital Recruiter

The 2 most impressive football teams this year both have one thing in common.

The teams (drumroll)

New England Patriots
Indiana Football

Ok, I know, not a hot take.

But to me, it's their head coaches and 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆 𝗽𝗿𝗲𝗽𝗮𝗿𝗲𝗱 𝘁𝗵𝗲𝗺 𝘁𝗼 𝘄𝗶𝗻. 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗣𝗿𝗼𝗰𝗲𝘀𝘀.

Indiana needs 184 wins IN A ROW just to make it back to .500 lifetime as a program. 

The Patriots hadn't won a playoff game this decade after dominating for the previous 2. They were 4-13 the last 2 seasons. 

𝗖𝘂𝗿𝘁 𝗖𝗶𝗴𝗻𝗲𝘁𝘁𝗶 (𝗜𝗨 𝗰𝗼𝗮𝗰𝗵)
“𝘞𝘦 𝘢𝘳𝘦 𝘯𝘦𝘷𝘦𝘳 𝘢𝘣𝘰𝘶𝘵 𝘳𝘦𝘴𝘶𝘭𝘵𝘴. 𝘞𝘦 𝘢𝘳𝘦 𝘱𝘳𝘰𝘤𝘦𝘴𝘴 𝘰𝘳𝘪𝘦𝘯𝘵𝘦𝘥. 𝘐 𝘥𝘰𝘯’𝘵 𝘬𝘯𝘰𝘸 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦 𝘧𝘶𝘵𝘶𝘳𝘦 𝘩𝘰𝘭𝘥𝘴, 𝘣𝘶𝘵 𝘐 𝘬𝘯𝘰𝘸 𝘩𝘰𝘸 𝘸𝘦 𝘢𝘳𝘦 𝘨𝘰𝘪𝘯𝘨 𝘵𝘰 𝘱𝘳𝘦𝘱𝘢𝘳𝘦 𝘦𝘷𝘦𝘳𝘺 𝘥𝘢𝘺 𝘧𝘰𝘳 𝘵𝘩𝘦 𝘧𝘶𝘵𝘶𝘳𝘦… 𝘵𝘩𝘦𝘳𝘦 𝘸𝘪𝘭𝘭 𝘣𝘦 𝘯𝘰 𝘴𝘦𝘭𝘧-𝘪𝘮𝘱𝘰𝘴𝘦𝘥 𝘭𝘪𝘮𝘪𝘵𝘢𝘵𝘪𝘰𝘯𝘴 𝘰𝘯 𝘸𝘩𝘢𝘵 𝘸𝘦 𝘤𝘰𝘶𝘭𝘥 𝘢𝘤𝘤𝘰𝘮𝘱𝘭𝘪𝘴𝘩.” 

“𝘊𝘩𝘢𝘯𝘨𝘪𝘯𝘨 𝘵𝘩𝘦 𝘸𝘢𝘺 𝘱𝘦𝘰𝘱𝘭𝘦 𝘵𝘩𝘪𝘯𝘬.” - On the mindset needed to break through a ceiling they've never come close to.

𝗠𝗶𝗸𝗲 𝗩𝗿𝗮𝗯𝗲𝗹 (𝗣𝗮𝘁𝗿𝗶𝗼𝘁𝘀 𝗰𝗼𝗮𝗰𝗵)
“𝘐𝘮𝘱𝘳𝘰𝘷𝘦 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦 𝘢𝘯𝘥 𝘧𝘪𝘯𝘪𝘴𝘩 𝘸𝘩𝘢𝘵 𝘸𝘦 𝘴𝘵𝘢𝘳𝘵𝘦𝘥.” 

“𝘐 𝘵𝘩𝘪𝘯𝘬 𝘪𝘧 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘨𝘦𝘵 𝘵𝘰 𝘸𝘩𝘦𝘳𝘦 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘨𝘦𝘵 𝘵𝘰, 𝘺𝘰𝘶 𝘤𝘦𝘳𝘵𝘢𝘪𝘯𝘭𝘺 𝘣𝘦𝘵𝘵𝘦𝘳 𝘦𝘯𝘫𝘰𝘺 𝘪𝘵, 𝘣𝘦𝘵𝘵𝘦𝘳 𝘦𝘯𝘫𝘰𝘺 𝘱𝘭𝘢𝘺𝘪𝘯𝘨… 𝘛𝘩𝘢𝘵’𝘴 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘸𝘦’𝘳𝘦 𝘵𝘳𝘺𝘪𝘯𝘨 𝘵𝘰 𝘱𝘳𝘦𝘱𝘢𝘳𝘦 𝘧𝘰𝘳 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸.”

A decade ago I probably would have thought this was all generic talk.

Until I spent the last 4.5 years building Digital Recruiter.

And all these quotes have applied to me.

My life has been transformed with these traits.

Consistently connecting with recruiters
Consistently posting relevant content.
Consistently working with recruiters to improve them (and getting better at doing so myself).

Nothing flashy. Nothing that has ever gone viral.

It was the mindset of "stop trying to tackle everything at once" and learning to "chip away every day" and fall in love with the process.

What I've seen is recruiters are no different. Producing every year, you only have so many placements if you're in direct hire, higher fee land.

30 placements at $30,000 avg fee is $900,000.

A pretty dang good year.

That's still only 30 days you celebrate a win.

So the recruiters that fall in love with the process and the grind.

That's who breaks through ceilings and wins year after year. 

They are constantly adding layers to their game. 

LinkedIn Content
SEO
AI
ATS

Never too much at once. But steady progress at each stage. not getting too antsy about the short term.

But preparing to win. 

And you do that by being hyper focused on process.

The type of content that generates the most leads, outbound opportunities, and inbound messages?

It's not video.

It's not selfies.

It's a plain, static text post.

Formatted at a 3-7th grade reading level (Yes, I'm serious).

Directed towards your ideal market.

Either hitting a pain point that you can solve or demonstrating how you win for clients like them. 

People read all of a text post if engaged.

They don't watch a whole video.

So that "engagement" % is lying to you. 

But marketers tell you otherwise. 

Because they don't actually understand what's effective. 

Getting 10 like and 10,000 impressions is way more valuable than 100 likes and 1000 impressions. 

Don't over think content aesthetics or worry about your ego getting likes.

Focus on what works for top of funnel.

Over and over. 

Create more valuable opportunities and spend more time closing roles.

I spoke with a recruiter last year who had built a solid presence on LinkedIn through content...here's how they were ruining sales opportunities...

They had an automation campaign with NINE messages on here.

Recommended by a coaching program.

It was killing their brand and reputation.

All that work to get impressions and eyeballs, only to burn through leads.

They turned off the campaigns and immediately felt better. 

This person paid me zero dollars for this advice.

Because it should be standard knowledge.

Farm at scale. Stop pitching at scale.

Build the engine. Invite people to your network daily.

Stay in front with content.

And then do the work to drive open the conversations that are now very warm.

But don't damage your positioning by listening to "cold outreach" experts that have no idea how to build quality business relationships. 

That's the biggest reason I see top billers complain when they invest in "cold outreach"

 3 messages max. Focus on the content more. 

Know how to recognize opportunities and open up conversations.

The pipeline will be full.

Still in recruiting after the last three years?

That means something...

Brian Samson shared a truth on the podcast that people overlook. 

The last three years filtered people out and if you’re still here, it means you didn’t rely on easy wins or try to force relationships to pay off immediately.

You stayed when deals slowed, pipelines dried up, and effort didn’t always convert right away. 

That’s proof you can operate without instant validation.

That’s why decade type decisions matter, because this business rewards people who invest early, think long term, and let relationships compound instead of chasing short term outcomes.

Full episode drops tomorrow.

10+ years connecting US companies with LATAM talent | Founder w/ 3x exits | UCLA MBA | Family man | Host of The Nearshore Cafe Podcast

Most agency recruiters think they have a lead-gen problem.

But what they really have… is a positioning problem.

If your LinkedIn messages or cold emails aren’t getting replies, ask yourself:

“Do I sound different from the last 5 recruiters who messaged this person?”

Because “We specialize in X” or “We have candidates in your space” just isn’t enough anymore.

What is enough? Some examples...

-Case stories with detail
-Quantifying the cost of open roles 
-A clear + informed take on why their roles are going stale

All things which content can help you accomplish. So you aren't nagging your prospects one by one. 

Companies don’t need another resume pusher. They tried that already. 

They want someone who knows how to think through to get the right hire.

And look at it from a perspective no one on their team, or another recruiter has come up with.

Your top of funnel should highlight that.

You don’t need 2 hours to write a great LinkedIn post.

But you also don’t want AI doing all the thinking for you.

Because if it’s generic, it just adds to the noise.

Here’s a simple template that actually works:

Find a real hiring problem your market is feeling.

(Too many interview steps? Offers getting rejected?)

Share your insight.

“I worked with a client who had a 7-step process. We cut it to 3, got clear on the must-haves, and filled the role in weeks instead of months.”

Give a takeaway.

“If roles are sitting open, your interview process might be the issue. Simplify it.”

If you’re a recruiter doing good work

You already have stories like this.

Start writing them down.

Share what you’re learning.

That’s how you build trust with hiring managers before the first message.

The number one obstacle for success in BD after working with 100s of recruiters this decade is...


How to manage conversations in the LinkedIn inbox.

People come to us to figure out how to get more opportunities. 

We build/audit their outreach.

Same with content.

They get more profile views, impressions, messages, replies, etc. 

But then they get stuck.

So I've realized most people only do cold outreach.

Because they don't understand how to have normal conversations.

Yes. We audit dozens of inboxes every month.

Here's the key.

BE YOURSELF.

Everyone turns into a robotic thinking they have to be professional.

Appeasing everyone.

Again, you will not close the majority of people you interact with.

Be yourself. Draw in the RIGHT people.

Those are the recruiters that are generating 6 and 7 figures of additional business from new BD. 

Yes, we have a 49 page playbook of all these examples, good and bad that we're finalizing. 

Excited to share with Digital Recruiter clients new and old in February.

Candidates are getting crushed in this market right now.

There's information overload, fake candidates, fake jobs, all at scale now.

On the latest episode of the Digital Recruiter Podcast, I sat down with Jacob Stripling to talk about what’s actually happening behind the scenes. He was a Digital Recruiter client that started building his brand in 2025.

That opened up way more conversations and he realized he can leverage this platform to help the market even more. Enter WholeStory.me. It came about because he was seeing...

Great people applying to hundreds of roles and hearing nothing back.

Hiring teams overwhelmed by applicants who all look identical on paper.

AI speeding everything up while making it harder to tell who someone really is.

We talked about why resumes are no longer enough, why pretending to know everything hurts more than admitting you don’t, and why the next phase of hiring has to be more human, not louder or faster.

And how Wholestory.me is giving candidates the opportunity to showcase themselves without getting lost in a stack of resumes.

If you’re in recruiting, HR, or talent leadership and feel like effort keeps increasing while outcomes don’t, this conversation will hit close to home.

New episode is live.

YouTube: https://lnkd.in/gTPkMY53
Spotify: https://lnkd.in/gEWzzY87
Apple: https://lnkd.in/gUHSBvxq

Open article: Digital Recruiter Podcast by tinyurl.com

Why does this number mean so much? 


Because this recruiter thought he needed to join a firm to get this type of success.

Turns out he had the ability all along. 

To be clear, HE is the reason this happened. I’m a guide in all this, but he showed up ready to work an put in the work. 

We just pointed him in the right section and created a few posts. 

So in short…

He re-launched his agency last summer. 

He has been grinding every day since.

Posting consistently. 

Learning how to have better conversations and approaches.

Becoming confident in who he wants to work with.

And who he doesn’t want to work with.

Being bold and direct.

His market has responded in a hugely positive way.

Retained searches…

Getting reqs that weren’t closing elsewhere and knocking them out in a week. 

Content impressions sky rocketing in his ICP.

Sales calls are all warmer. 

A lot of recruiters are a good marketing plan that’s well expected and a bit of messaging refinement away from solving top of funnel BD problems. 

It’s a great time of year to solve that…

We’re kicking off our first episode of the year, and I couldn’t ask for a better guest than Brian Samson

Brian is the founder of Plugg Technologies and has spent his career on both sides of the recruiting and talent equation, agency, in-house, and as a multi-time founder. 

In this episode, we dig into what actually shapes long-term success in recruiting and talent, from early career lessons to building scalable businesses and teams.

We talk about nearshore talent in Latin America, why more companies are thinking about flexible team models, and how staffing and talent leaders can expand their impact without trying to do everything themselves. 

The conversation is practical, honest, and grounded in real experience, not theory.

This episode is about relationships, compounding decisions, and making smart moves that hold up over the long term.

Big thanks to Brian for the thoughtful conversation, check it out.

YouTube: https://bit.ly/3YF7iNw
Spotify: https://bit.ly/4qWtbDU
Apple Podcasts: https://bit.ly/4qjsnsW

podcasts.apple.com

Digital Recruiter Podcast

Apparently EVERYONE had their cold outreach set up to launch this week. I can barely sort through my inbox 😂

Posting content as a recruiter but not seeing leads?

Here’s what might be going wrong.

-You're talking about yourself, not your clients or their problems.
Most hiring managers don’t care about your “why” or your journey. They care about results.

-You're writing for engagement, not credibility.
Influencer posts. Generic advice.
That’s not what builds trust with decision-makers.

-You’re posting… then ghosting.

No follow-up, no outreach, no interaction with the people liking or viewing your profile.

You don’t need to spend 6 hours a day on LinkedIn but 30 minutes of real engagement can change everything.

This platform 𝘤𝘢𝘯 be a lead channel. But only if you treat it like one

Those referrals drying up? Maybe they aren't hiring. 

Here's what's also might be happening.

They found an alternative.

Referrals are great.

Until they forget you exist.

There's more noise than ever.

Content isn't just for cold outreach.

It keeps you top of mind to your existing network.

Given the uncertainty of the market right now,

You can’t afford to be passive. 

Someone in your ICP will be hiring this year. 

Make sure you find them….

And stay in front of them.

Content we created for clients recently is getting 100+ likes and 5/6 figure impressions 

I might have to rethink my ‘leads not likes’ approach 😂

The difference of course…

We aren’t aiming to go viral.

The quality of the content is doing the heavy lifting

No engagement farming

No pods.

No selfies

No lambos 

No AI action figures 

No “look how much money I’ve made”

No hashtags 

Just telling true stories + insights that are relevant to their market. 

Your experience and expertise IS valuable and your market wants to hear it. 

I still love the posts that get 7 likes and turn into business.

But it’s cool to see wider reach be expedited within each clients ICP at the same time.

Another W by just optimizing the LinkedIn profile 🔥

You’re leaving opportunity on the table by not showing how you WIN. 

Great work Ross Mayfield on this one.

Getting Clients For Recruiters & Consultants on LinkedIn | Outreach & Content | Hunting New Logos | Tracking Results | Director of Customer Success @ Digital Recruiter

Top 1% LinkedIn Storyteller: I turn CEOs into the most trusted voice in their market, FAST, with only 1 hour per week. | CEO of Storytold

You’re busy running a company. You don’t have hours to spend on LinkedIn trying to guess what to post, why nobody responds, or how everyone else seems to be growing while you stay stuck.


That’s where Storytold comes in.


We turn your LinkedIn into a powerful lead engine, with almost no extra work from you.

We write your posts, rebuild your profile, create your content, grow your audience, and help you show up as the leader people want to follow.


All you do is talk with us for an hour a week, and approve what we create.


We handle everything else. Suddenly, your wasted 20 hours a week coming up with new ideas and writing content, just went down to 1 hour per week.


With Storytold, you get:

→ More time back each week

→ More trust from your audience

→ More leads without chasing anyone

→ More visibility with the people who matter

→ More momentum than you’ve ever had on LinkedIn


Our proven system works because it’s built on psychology, storytelling, and years of results with CEOs and world-leading companies.


If you’re tired of posting and getting nothing…

If you want LinkedIn to actually bring in clients…

If you want to look, sound, and perform like the expert you already are…

Book a call with us:   →  cal.com/storytold

Let’s get your story told.

Jack Dyer🕺

Storytold is one year old today!



12 months ago, I registered
Storytold™ with Companies House.


I was so thrilled when I chose the name
because I started this with a simple goal:


To help leaders get their story told.


But as I’ve spent last year with
Managing Directors and company
Presidents from Los Angeles to Dubai,
I learned something far more important.


Getting your story told is only ONE
part of what leaders actually need.


They also need a system that leverages
their authority into opportunities.


That’s why this year I’m evolving Storytold
into the company it was always meant to be:


A strategic partnership.
Here’s what it looks like:


Posts:
❌ No more “what shall I post today”;
✅ We’re building a narrative about you.

Impressions:
❌ We’re not seeking more visibility;
✅ We’re attracting more opportunities.

DMs:
❌ We’re not adding more inbox noise;
✅ We’re nurturing the right relationships.

Reputation:
❌ We’re not just making you known;
✅ We’re leveraging your personality.

Authority:
❌ We’re not writing “content”;
✅ We’re demonstrating your authority.


We’ve been acting as Strategic Partners
for about 4 months now, and in 2026
this becomes our standard with the 
Storytold™ Authority System.


And to celebrate our birthday,
I’ve upgraded our website:
www.storytold.co.uk


Thank you to every partner who trusted
us in 2025 and are staying with us.
I've never been more excited to
get you more opportunities.


And to everyone new: If you’re ready
for your reputation to start working
as hard as you do, we should talk.


Request a Private Authority Call from our website. 

And we'll get your storytold. 





#LinkedIn  #workmilestone

CEO, Storytold | Top 1% LinkedIn Storyteller | We turn C-Suite Leaders into the most trusted voice in their market. Zero posting. Zero micromanagement. Real authority that drives deals.

Here's why I've been fairly quiet on LinkedIn for the last few days. 


Something big is coming. 


Really big.


And it's not bigfoot.


It's an evolution of what Storytold™
does, to the dedicated partnership 
we were always meant to be.


Year 1, we were finding our feet.
Trying things. Seeing what worked.


But in Year 2...


We're kicking our value into overdrive
with a systemised, analytics-informed
partnership that guarantees success.


I'll say that again: We GUARANTEE success.


How many people can say that?

Watch this space over the coming days.

Trust me on this one.

- Jack 🕺

Last year I learned that visibility isn’t about being louder, but about being clearer.



Many senior leaders
think LinkedIn isn’t working
because they don’t post enough.

They see others posting every day,
sharing wins and getting attention,
and they think volume = authority.


It doesn’t.


Leaders miss opportunities
because their public reputation
doesn’t reflect who they really are.


You know an English guy who goes to
France and talks in English, and when
the French don’t understand him he
just yells even louder in English?

Yeah, that doesn’t help him get understood.



It’s the same on LinkedIn.

You don’t win by being louder.

You gain opportunities when you’re CLEAR.



✔️ A clear authority beats clever posts.
✔️ Consistency beats “going viral”
✔️ A human story attracts more
opportunities than a perfect post.


When you get clear:

→  People recognise you faster
→  Trust builds up in the background
→  Conversations start warmer
→  Opportunities come earlier
→  Your authority works for you

Because your reputation finally
matches your level of leadership.



LinkedIn isn’t a platform.
It’s a public record of your reputation.

Every post either compounds
your authority or weakens it.

If you want your authority to work for
you without taking more of your time,
that’s the system we build and run.

Success in 2026 isn’t about visibility.
It’s about leverage, reputation, and legacy.

And once it’s built, it keeps working.
Request a Private Authority Call with me.

What if you could become the go-to authority in your space without being online every day?



Most Managing Directors are
frustrated. They know LinkedIn
is a "Public Reputation Ledger,"
but they're exhausted by having
to be on here 24/7 to stay relevant.


It’s true: visibility requires a huge
time investment. First to learn
HOW to grow on LinkedIn…


(like me, from 740 to 50,000 followers)


Then it takes time to leverage
your authority into opportunities.


But the time spent figuring all this
out doesn’t have to be YOURS.


If you're spending hours each week
trying to "figure out" what to post,
you aren't leading. You’re just busy.


You're treating your reputation like
a chore instead of the appreciating
business asset it actually is.


What if you stopped "posting" and started positioning?


Imagine a system where:

→  Your time is protected: 
You spend just one hour a week with a strategic partner.

→  Your expertise is extracted: 
Your unique worldview is turned into a high-impact narrative that AI could never replicate.

→  Your reputation compounds: 
Your presence builds trust and opens doors while you’re focused on running your organisation.
‌
 

The Storytold™ Authority System
I designed took me from 740 to
50,000 followers (and counting).
 
It took me from employee to CEO.
 
It’s designed to take the execution burden
off your shoulders entirely. We install the
infrastructure; you gain the leverage.
 

Request a Private Authority Call from the link in my profile.

This Christmas I learned that I'm a very different person to my parents.



Most Christmas meals are interesting for one reason or another. Usually there’s some kind of family drama. But this wasn’t so much drama, as it was a quiet, sad realisation that I’m a totally different person to the man my parents think I am.


Growing up, I learned my value system by

→ believing just what they believe
→ judging based on their judgement
→ seeing the world through their eyes

And for the most part, this was fine.
They taught me many positive values
while providing a loving, stable home.


But over one conversation this Christmas, I realised that the way they see the world - and the way they taught me to see the world - held me back in life more than they’ll ever realise.


They taught me to believe things about
myself that are just not true. Things like:


Belief ONE:
I have to be conscientious and caring to others (above all else). I love this characteristic, that I care about others. But my mum told and taught me on a daily basis, with her words and actions, that “it’s better to be kind to others than to be successful”.


Translation:
(from her world view): Be kind to others, even if it means being unkind to yourself. So I spend years putting EVERYONE ahead of myself, and giving so much away that there was nothing left for me.


Belief TWO:
I have to like only what my parents like. I’ve been in so many conversations with them where I’ve shared my new (usually niche or high-concept interests), only for them to shut the conversation down, or move it on to another topic - one that THEY like. Every time I learned something unfamiliar to them, they didn’t really encourage it. They tolerated it, and preferred to only talk about things they already liked and understood.


Translation:
We’re only interested in you if you’re interestING to us. So to make my parents happy, I kept my interests limited to ones they could understand. I never even TRIED to learn or do new, exciting things, because it would cause a chasm between me and my parents (see belief one - putting other people first).


There are many other examples,
but this Christmas it all became
clear during one conversation.


And honestly, I don’t even know why
I’m sharing this with you right now.


Except that since I started Storytold™,
I’ve been putting my team first, PLUS
I’ve finally started listening to what I
want, too. Rewriting belief number 1.


And I have so many interests that
I haven’t dared to explore yet.


But one thing’s for damn sure.


2026 is the year to start.




What beliefs are you rewriting in 2026?

#GetYourStorytold

Most senior leaders don’t have a visibility problem. They have an authority gap.



You are respected in your organisation.
Your peers trust your judgment.
Your track record is proven.

But externally, on the
"Public Reputation Ledger" of
LinkedIn, your influence is fragmented.


When an investor or a potential partner
looks you up, do they see the executive
authority you’ve spent 20 years building?

Or do they see several "polished" posts
that say everything and mean nothing?

The distance between your internal
credibility and external perception
is where opportunities are lost to
leaders who are simply louder.


This isn't a marketing problem.


It's a system failure.


Most leaders think they need to be
"better at content." No. They don't.

They need an Authority System that
turns their ideas into public leverage.

Facts and statistics don't build authority.
Strategic narrative control does.

When we install the Storytold™
Authority System, we stop the
"leaks" in your reputation.


→  We extract your executive worldview
to define a clear, strategic narrative.

→  We architect a presence that builds
trust before you even enter the room.

→  We operate the system with total
autonomy, protecting your most
valuable asset: your time.


The goal isn't "more posts."
It’s to ensure that when your
name is mentioned, the decision
is already moving in your favor.


If you're a Managing Director or
President with a long-term mindset
and you’re ready for your authority
to start working harder than you do...


Request a Private Authority Call via the link in my profile.

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Clark Willcox

Jack Dyer🕺

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The Battle

Clark Willcox

Jack Dyer🕺

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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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