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.

How we can help:
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

A little more 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

Who was cutting onions here? 

Watching this with my almost 1 and 3 year old boys, getting the oldest to do his first U-S-A chant when they won in OT… super fun.

Then team USA showed what brotherhood and being proud of where you’re from and not forgetting your missing brethren other families….

Waterwork city. 

Good one them for keeping Johnny Gaudreau’s legacy going and making sure his children know the positive impact he had. 

Having lost parents at a young age, pictures are a thousand words but the greatest gift is hearing stories from family and friends about who they were. 

God bless those kids 🙏🏼

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

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My man, Greg Fischer, CPP 👊 

This is all him btw. I gave him pointers and bumpers, but he is consistent with posting and engaging with his market. 

It's been incredible to witness and raises my own bar for staying consistent.

"The market's been tough for all recruiters, right?"

No, not necessarily.

Is money falling out of the sky like 2021-2022? No. And if you thought that could last...

Come on now. Let's live on Earth together. 

What you're experiencing.

Companies being much pickier.

But they are still hiring.

This is a game of musical chairs. 

And you can level up, figure out the competition you're up against.

Don't rely on "what you've always done"

Learn how to evolve. 

AI is rampant? Get better at building rapport and relationships WITHOUT needing a referral. 

Always used to MPC but email slowed down? Figure out a new channel and approach.

Tried something and it didn't work? Try it for longer.

Or find someone that you resonate with more and try that approach.

Staying stagant and b*tching will get you exactly what you want.

Which is zero improvement.

Producers don't have time for a lengthy pity party. 

You get one night to sleep off a bad day. 


h/t Daniel Miller

Astonishing how much push back I got for saying you need great reqs first and foremost.

Why would your unicorn candidates matter at all without great roles that pay their bills and yours?

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The success story that almost never was....

Isaiah Gibbs booked a call then canceled! 

I asked him for his reasoning and he goes "I have LinkedIn on lock, I need BD help"

Hmm ok, well that's one of my main focuses. We should still chat.

Within 2 weeks of that conversation he had a new client.

More importantly, Isaiah was extremely coachable. And still is. 

He tried everything we discussed. And every week he was sharing a win.

Then sharing different stories he wanted feedback and support with.

There are many ways to capture ROI...and all those ways require the student to invest their energy and attitude.

Isaiah is breaking through previous ceilings, leveraging tech to buy back his time and his content is much more geared to convert quality leads.

Then his actual conversations have skyrocketed in quality. Because he knows his value prop and his boundaries. 

Put all that together, you become dangerous. 

Congrats my friend, here's to many more successes.

Recruiting Top Sales Talent for Equipment Finance & Working Capital Lenders| Founder @ Gibbs Talent Group

"The best money I've ever spent in 29 years of recruiting." 

Now, that only happens when you show up, implement, work through the struggle/pain and keep going.

That's what Dan Regovich did. 

Used to referrals and the "old way of doing things" but that wasn't enough anymore.

The system and approach was good but not enough. Anyone can sign up for automation or make some posts.

We focused on the follow up. 

What are hiring managers reacting to right now in 2026.

There's way more competition than 20 years ago. 

Understanding the landscape and reacting accordingly is critical. 

That's what leads to conversions. 

And the text that Dan sent me today.

"Top of funnel is full."

Music to my ears

If you're struggling with how to hire a good recruiter, domestic, near shore, off shore...this is who you should talk to...

Greg Fischer, CPP 

He's one of the more genuine people I've met in my life but also insanely good at what he does. Rare combo. 

He's helped us navigate hires plus giving me sound advice and feedback on ways to improvement my own management style (I'm a big work in progress).

He's gone out of his way to connect me to so many people as well and so I want nothing else except to fill up his calendar with recruiters that are serious about investing in hiring and training the right people, the right way. 

Whether you become a client of his or not, you won't regret having him in your corner and you will be more knowledgable about hiring best practices after a conversation with him.

Recruiting top 1% Recruiters Globally | Founder @ Well Oiled Machine | admittedly obsessed with the Mountains ⛰️

2 reasons recruiters don't build pipelines on LinkedIn.


1) They aren't consistent with outreach and/or content. 

I've hammered this point over and over, won't do so again right now. 

2) They don't know how to talk to people.

"but Clark, I've recruited forever, I know how to talk to people"

Candidates get a free service.

There is no cold calling a candidate.

There is no true sales.

It's more like getting people to switch energy services and they just get a lower bill. 

Getting managers to buy into you and then pay a fee.

That takes a different level of skill.

You have to know the nuance.

And have to be OK getting left on read. 

And knowing if and when to follow up directly. Or indirectly.

It's quite the web to internalize. 

The only way to win is to dive in head first, and figure it out for yourself. 

If you need help getting more reps, well that's where we come in.

Niche or don't niche? Really what you want to know is, what do people who don't know me need to see? Here's the shift you need to make....

Own your lane...don't defend it. 

The Digital Recruiter clients come in, own a lane, and go for it, get the results they want.

The people we don't work with. They waffle on a lane, are worried about having prospects tune out.

I've seen this paralyze recruiters that have relied on referrals for years. They turn to cold outreach and get frazzled. 

Worry about people that aren't relevant. 

Those prospects are almost always the ones not worth chasing. 

Stop trying to convince about prospects that will never buy.

Understand your strengths. 

Get clear on the type of business you want more of. 

And unapologetically go after it.

"I focus on relationships and rapport." 

Amazing. Now how do you scale that? 

And that right therein lies the answer as to why this platform is so powerful.

Did I scoff in 2018 when I learned people were getting clients from Facebook? Yes, yes I did.

I stopped real quick when seeing how some people had sales on autopilot.

All from digital marketing?

Yes. That's the power of taking a skilled producer, and amplifying their reach.

Not to just anyone.

But their ideal market. 

Your next great "cold" client is looking for the solution you provide.

Instead of overthinking your website, think of how you're going to get in front of them, and stay in front of them...

Without being a pest. 

Easy. Leverage your past success and experience on here in an entertaining way (you don't need video).

Connect with them. Start a real conversation. (Don't let AI write messages for you.)

Focus on them.

The formula is simple.

Executing consistently is the challenge.

If you're a hard working recruiter, that gets your client results 👇 

Get those stories out there. 

It's not just for new connections.

Your current network will notice too.

It's endless the amount of veteran recruiters we've help showcase their stories...

In a way that's relatable and readable (no AI slop)

And it's turned into immediate meetings, deals, and/or prospect awareness.

Timing is everything in sales.

Instead of only working through the call list 1 by 1.

Get in front of 1000 of them at a time. Consistently.

We can have a full month of content for you in one hour of your time.

What's the hold up?

I was poking around a client's campaigns yesterday and gave him a heads up on an old lead. What he responded with is the reason he's so successful...


"Oh ya, I emailed him last week. Trying to lock him down"

The original lead? From April 2025. 

That relentless follow up is what is key.

We help you open doors to more conversations all day.

But without staying on top of it, most leads fall through the cracks.

"We closed a $35k fee and have a $40k offer out thanks to your candidate messaging and sequence for LinkedIn." - nice voice memo to start the day with. the catch? 

"But the sales side is still TBD"

And that's fairly normal. When you're use to the cold email/call game, it can be an adjustment navigating LinkedIn and doing more rapport building.

Candidate outreach almost always clicks first. The service is free on their side, so fixing messaging to resonate more with their incentives changes their behavior quickly into what you were always looking for.

Client side? They need a bit more time to earn that trust. And that's where consistency comes into play.

Trying different wants to open up conversations. Finding ways to add value without just needing an open role.

Having "feel" is a critical part of becoming better at biz dev. When the immediate opportunity doesn't present itself, how do you approach it? 

Improving your systems and approach on the candidate side = more opportunity to get the time and reps on mastering biz dev.

What's you get all that in place, you become dynamic, and you always know how to "catch your own fish."

That's when $35k and $40k doesn't just happen on a good week, but it happens over and over again.

"I don't want to look like my feed." This is 100% the right way to think if you're a recruiter. Because most recruiters' posts aren't leading to business.

...Unless you're following a bunch of Digital Recruiter members. 

But if you're seeing a bunch of selfies, em dashes, rocketship emojis, complaining, etc...

You're right. Those people aren't building a pipeline of quality leads with that content. 

There is a formula that works.

One that when inputed with YOUR voice and stories, make it unique to you.

And that's what resonates with your market.

***Assuming you're connecting with them daily.

***And that you're profile is optimized to drive them to see you as a solution. 

See? There's a lot of pieces to put together.

And that's why people struggle with marketing.

Because it's not ONE thing.

It's all the things put together. And you have to know how to interpret the signals.

Who to follow up with. And when. And what to say.

That's how you build a pipeline. 
Warm up your sales calls. 
Close better clients. 
Raise your fees. 

If you don't want to sound like a generic recruiter on LinkedIn.

You have to be intentional in doing so.

Texas is in the house today. Got some gold to share with y'all TSRSA in about 90 minutes. Even if...

...there's a missing L in Willcox 😂 I hold no grudges

Join us on February 26th for an insightful session with Clark Willcox:
“Building a Consistent Recruiting Ecosystem”

Clark brings over 12 years of sales and recruiting experience, starting his career at Aerotek, the largest privately held staffing company in the U.S. Today, he owns and operates Digital Recruiter and Digital Recruiter Talent Group, helping firms build scalable, repeatable recruiting systems that actually work.

If you’re looking to:
✅ Create consistency in your recruiting efforts
✅ Build systems that support sustainable growth
✅ Align sales, recruiting, and digital strategy. You won’t want to miss this session.

🔗 Connect with Clark Willcox

Register now: https://lnkd.in/gWAbCuZ4 

#TSRSA #RecruitingLeadership #StaffingIndustry #RecruitingEcosystem #TalentAcquisition #ProfessionalDevelopment
Jessica Wheeler Judy Collins Nancy Martinez Beth Hammond, CTS Gayle Tapps Mike Lejeune Tiffany Wallace Ui Culbertson Chris Myers Dana Laramore, CPC

I keep coming back to the same idea when it comes to AI in recruiting...

The tool matters less than how teams actually use it.

This conversation with Josh Kirkham was a good example of that. 

We talked about where AI genuinely helps agency recruiters, where human judgment still matters, and why systems, enablement, and consistency end up being the real differentiators over time.

A lot of ground covered, from write ups and ATS hygiene to onboarding, execution, and building workflows that people actually stick with.

If you’re thinking about scale, efficiency, and sustainability inside an agency, this one is worth your time.

The episode is live now.
YouTube: https://lnkd.in/gTT6yugx
Spotify: https://lnkd.in/gRemXc5V
Apple: https://lnkd.in/gjyMprXg

podcasts.apple.com

Digital Recruiter Podcast

VP Revenue | #1 AI Assistant for Recruiting Agencies

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.

"How do I come up with content?"

Here ya go....

Does your ideal client read it and think,

“Yep. That’s exactly what I’m dealing with."

That's it. The best part...

You already have this content.

It’s inside your all your discovery and client calls.

For example...you ask a hiring manager,

 “Have you worked with agencies before?”

They say yes. You ask, “What went wrong?”

They say, “They just sent resumes.” or “They didn’t understand our product.”

That’s a post.

Or when HR says, “We don’t use agencies.” Instead of pushing back, you think,

“That makes sense, until a role sits open 4 months and delays your roadmap.”

That’s a post.

Or when they push back on fees and you ask, “How much revenue is delayed because this role isn’t filled?”

That’s a post.

Content that sells is translating real conversations into teaching moments.

It's explaining what you see.

That’s what builds authority, inbound leads and increased replies in your outreach.

Keep It Human in the AI Era

AI is everywhere in recruiting right now.

But here’s the real question we got into on our latest episode:

How much of the human aspect are we pulling out when we lean too hard on automation?

Michael Malinowsky, Director of Recruiting at Lean Synergy Solutions, started his recruiting career in the U.S. Army. 

In the military, recruiting meant hunting.
-Finding people where they actually are
-Thinking outside the box
-Building real relationships
-Earning trust with candidates and families

That mindset carried over to the agency world.

We talked about the difference between the art and the science of recruiting. The science is KPIs and numbers. The art is reading people, building relationships, negotiating based on what someone actually values, and caring enough to personalize every touchpoint.

One line that stuck with me:
“Keep it human. Don’t forget there’s a living, breathing person behind every resume.”

In a world where filters auto-reject candidates in seconds and messaging can be written by a robot, the recruiters who win are the ones who personalize their outreach, take time to actually review resumes, focus on fit, not just keywords, and build relationships that help with retention and negotiation

We also got into his “humanity audit” idea, reviewing auto-rejections and asking whether filters are set for compliance instead of potential.

If you’re a recruiter trying to balance AI with authenticity, or a hiring manager wondering why great people slip through the cracks, this conversation is worth your time.

You can listen to the full episode here:
YouTube: https://lnkd.in/gFKD_w9M
Spotify: https://lnkd.in/gvm7n9jM
Apple: https://lnkd.in/gW9PvRE7

Open article: Digital Recruiter Podcast by tinyurl.com

Worried about posting content? 

Here’s a motto that’l reduce posting anxiety 

Likes don’t equal Leads.

You’re optimizing for dopamine when chasing likes. Not deals.

There’s been numerous posts from myself and recruiters we’ve helped across multiple industries that get leads with posts in the single and low double digit lien range. 

Here’s the formula that drives inbound and powers content-led outbound:

Authority – Prove you know what you're doing. Speak like an expert.

Process – Show how you help. Be specific.

Story – Your journey. Client stories. Candidate stories Be real, show that you’re in the trenches.

Results – Provide numbers. Metrics. Proof. And share it in an interesting way. 

That’s how you build trust.

That’s how you attract clients who already want what you offer.

Not by hoping for likes. No selfies. No hashtags. No complaining. 

But posting for the follow up.

And by showing you can solve the exact problems your next best client is trying to fix.

Physical Therapist turned Healthcare Recruiter | Partnering with Healthcare Teams to Find Top Talent | Recruiting Therapists, Nurses & Leadership

I help healthcare organizations thrive by finding top talent for their clinical and leadership teams. 

Over 10 years as a Physical Therapist has provided me the experience and understanding to relate to candidates throughout the recruiting process. Matching the right candidate with the right organization is a critical aspect to providing excellent patient care. Having been "in the trenches" allows me to possess a deep knowledge of the healthcare landscape, so candidates know they are talking to a peer, not "another recruiter." 

I am intentional in my approach. I take recruitment off your plate, saving you time, so you can continue to focus on delivering quality patient care, retaining employees and monitoring your internal processes. 

RESULTS:

➡️ Placed 3 Regional Directors, 2 Multi-Site Directors, 4 Clinic Directors and 11 Staff PTs, PTAs & OTs with a California based Outpatient PT group within a 7-month period.   

➡️ Successfully placed Outpatient, Home Health and Skilled Nursing Physical Therapists across multiple locations on the West Coast.

➡️ Spearheaded a nationwide search and successfully placed a CEO candidate for a Home Health, Hospice, Infusion & DME organization. 

➡️ Successfully placed a Vice President of Operations and HR Manager (who has since been promoted to HR Director), allowing the organization to grow and open an additional location. 

➡️ Filled and onboarded a Physical Therapist role within 10 days of client signing the agreement. 

➡️ Placed a Home Health Clinical Supervisor & Director of Patient Care Services RNs with a nationwide home health organization. 

If you’re looking for top candidates for your healthcare teams and a partner that delivers - let’s chat!

Feel free to send me a message here on LinkedIn!

Rachel Brown, PT, DPT

“You’re a PT, it made sense to call you back”. 

“I get hit up by recruiters all the time, but since you were a PT, it made sense to connect with you.”

“Being a PT, I know you’ll understand the type of clinic I’m looking for.”

All PT jobs are not the same. 

So when connecting with candidates, we don’t discuss the same, box-checking items that really don’t move the needle in the long run.

We cut to the chase. 

I dissect exactly what they are looking for, what their dealbreakers are and where their flexibility lies. 

We dig deep in our conversations, because that’s where the gold lies. 

I’m not presenting just ANY therapist to an organization, wasting their time interviewing when they were never a good fit all along. 

My job is to give your organization the best shot at landing a clinician who will be there for the long haul. 

Making the match — not just “filling” an open role.

Physical Therapist turned Healthcare Recruiter | Founder @ Golden Recruiting | Partnering with PT Teams to Find Therapist & Leadership Talent

“I’m sorry, I took another offer. It’s the only clinic I could see myself at that aligns with my future goals.”

That’s ok!

In fact, that’s the goal. 

I tell every single candidate that if at any time, they don’t feel like this position isn’t the right fit, they have permission to let me know. 

They have an out. 

No pressuring. No square peg, round hole forcing over here. 

Instead? Transparency. 

Because persuading a candidate into a role is likely to result in one thing… the candidate leaving that role in the near future. 

Which leaves the organization right back where they started. But now, with more time, money and effort invested. 

Not a great place to be. 

By putting all the information in front of them and allowing candidates to make the best decision for their own circumstances, the likelihood of a good match increases exponentially. 

And when you get that “YES!”, it’s even sweeter. 

Because chances are, it’s truly the right fit.

A counter to an offer isn’t rejection. It’s engagement. 

However, many PT organizations get trapped in viewing it this way.

They interpret the counter as offer shopping or that the candidate isn’t 100% sold, etc. 

But if you look at the behavior behind it — if they didn’t care, they’d just say no.

Let’s face it. PTs have options. Plenty of them. 

If they are choosing to come back and revisit your offer… it means you are in the driver seat. Even if they have a higher offer on the table. 

If that higher offer was “better”, they would’ve taken it.

So there’s a reason the PT came back. 

And now your clinic has the first right of refusal.

When you start viewing it this way, it changes everything. 

Standing firm (unfortunately) often means losing out. But diving into their reason for coming back can give you insight into how to find a win for both parties. 

And ultimately landing them as a hire. 

Negotiation means a candidate is very interested. 

Take it as progress, not pushback.

A PT recently told me, “I don’t need a sign-on bonus — I just want to know my time will be respected.”

That’s what we miss when we think recruiting and hiring is about marketing tactics.

The offer you extend says everything about what you value.

If it reflects:
-Time for documentation 
-Growth opportunities 
-Mentorship and collaboration 
-Realistic patient load 
-Flexibility when life happens

…it speaks volumes — without needing to oversell.

PTs are smart. They know when something is transactional.  They also know when something’s built with care.

If your offer is heavy on incentives but light on sustainability, they notice. 

If your compensation is competitive but your patient volume screams burnout, they notice that too.

Your offer isn’t just a package, it’s a preview of the culture they’re stepping into.

The clinics that understand that, they don’t have to chase candidates. 

They attract them.

Underpaying might look cheaper on paper. But in practice, it’s one of the most expensive decisions a company can make. 

Re-hiring isn’t just time wasted — it’s deja vu.

"The role was filled, but six months later it was open again.”

And when someone leaves shortly after starting, you don’t just lose them. You repeat the entire process. 

Productivity loss begins to compound. 

Teams covering the gap quietly burnout, growth stalls and leaders are forced to refocus on hiring rather than what actually moves the organization forward. 

Unfortunately, it doesn’t just stop there. 

Candidates talk. Especially in tight markets and close-knit industries. 

Once you’re known as the clinic that underpays, attracting the right candidate gets exponentially more difficult. Even if everything about the role is solid.

The ripple effect extends far beyond just one hire. 

It impacts your team, your patients and your ability to grow.

Underpaying doesn’t save money, it creates instability. Which ends up much more costly in the long run.

HOW a candidate declines an offer gives you a direct window into if it was competitive or not.

“I’ve accepted another offer that I couldn’t refuse.” 

👉🏼 No back and forth? A good indication that the other offer was much higher. They either couldn’t pass it up or there was a large discrepancy between offers and the candidate didn’t feel the gap could be bridged. 

“I’ve accepted another offer.” 

👉🏼 Could be location, setting, patient population (factors you can't control or change). Or the candidate didn’t get the feeling that pay could be negotiated. 

But worse… it’s also an indication that rapport hasn’t been built enough for them to feel comfortable to share their reasoning. Especially if this is the last you hear from them. 

What about candidates who try and negotiate offers?

“I have another offer on the table, but would consider X.” 

👉🏼 Usually, the other offer is higher. But the candidate prefers your company’s clinic/location/culture etc. You are likely their first choice. If a candidate comes back and counters (at a fair price), this a good sign that a deal can be made.

One of the most common assumptions: taking a counter offer personally and seeing it as a negative. Instead of viewing it as an opportunity / step closer to landing a candidate. 

Offers are going to get declined.

But one of the most crucial areas to pay attention to… is there a trend or theme in HOW they are getting declined.

Clinic Owner: “I don’t like the desperation of last minute interviews/hires when a candidate has an offer deadline.”

I get it, having your back against a wall isn’t the most comfortable place to be.

But the reality is… PTs are in demand. Big time. 

Across the board, clinics have figured out how to combine interviews and streamline their hiring processes. 

Offering quickly in hopes of being first to the party.

They know it’s sink or swim. 

Having your ducks in a row is crucial to survival in this market. 

To compete, the option is either to join them or risk getting beat out time and time again. 

The good news? 

Our goal is to identify these factors — so when a candidate with a deadline comes along, your organization is prepared.

There’s no figuring it out on the fly and making rash decisions. Processes and procedures are ironed out and put in place. 

It doesn’t do us any good to partner together, only to lose out on talent time and time again.

Especially in this competitive market.

But instead, we’ve identified exactly WHO you are looking for and are able to act swiftly when necessary.

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Clark Willcox

Rachel Brown, PT, DPT

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taplio

The Battle

Clark Willcox

Rachel Brown, PT, DPT

Followers

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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