Client-focused professional with 15+ years of experience supporting fast-growing startups, managing complex stakeholder relationships, and delivering high-touch service across technical and creative environments. Built and operated a successful tech recruiting agency for over a decade, advising 100+ founders and engineering leaders on hiring strategy, communication, onboarding, and long-term relationship management. Now transitioning into a Customer Success or Account Management role to bring exceptional client care, problem-solving, and cross-functional coordination skills into a stable, team-driven environment.

Ben Hanley

Launch your own recruiting business & get new clients without quitting your 9-5 (see my 50+ LinkedIn recommendations below)

Are you an agency recruiter, corporate recruiter, or industry expert who wants to build your own recruiting business, but don’t know where to start or how to get new clients?

Maybe you’re:

- Unsure which niche to focus on
- Struggling to find clients 
- Trying to avoid conflicts with your current 9 to 5
- Worried about job security and looking to create an extra income stream

I get it, the idea of going out on your own can feel overwhelming and even experienced recruiters often struggle with business development

I’ll work with you to:
✅ Refine your niche, launch your recruiting business, and run it in “incognito mode” if you have a day job
✅ Land your new clients using our proven automated client acquisition systems
✅ Make your first $20,000+ placement (often in under 90 days)
✅ Follow the same system that’s helped 300+ people launch and grow profitable agencies

If you’re ready to take control of your income, flexibility, and future:

Click on the link below to watch my training video:

www.recruitinglaunch.com

𝐒𝐭𝐚𝐭𝐬 (𝐈𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐡𝐞𝐦)
- 15+ years of experience in recruiting — built and sold my own recruiting agency
- Launched profitable recruiting business for clients across various industries, including tech, sales, healthcare, legal, finance, engineering, marketing, construction, and more
- 50+ client testimonials (check out my LinkedIn  recommendations at the bottom of my profile)

Jon Chintanaroad

Five years ago I was doing everything right and still felt stuck.

Good clients. 
Solid placements. 
Money coming in.

But I kept thinking: I'm building something here. 
And none of it is mine.

The clients were mine until they weren't. 
The relationships lived inside someone else's CRM. 
The brand I was building belonged to the company.

That's a weird feeling. 
Working hard for something you can't own.

It took me longer than I'd like to admit to figure out what was actually bothering me.
It wasn't the money. It was the equity.

Every placement I made was revenue for that business. 
Not mine. 
Not an asset I could point to and say, "I built that."

The day I started my own thing, the volume of work didn't change.
The meaning of it did.

Now every client I bring on, every placement I close, every system I build, it compounds into something I own.

That's the difference nobody talks about.

It's not just about making more money.
It's about building something that belongs to you.

Most people think starting a recruiting business means becoming a recruiter.

It doesn't.

It means monetizing what you already know.

Here's how it actually works:

You pick a niche you already have credibility in. Tech. Healthcare. Finance. Construction. Doesn't matter. Pick the one where people already trust you.

You identify the roles companies in that niche are always trying to fill.

You reach out to hiring managers. Not HR. Not job boards. Hiring managers who are feeling the pain of that empty seat today.

You find two or three strong candidates from your existing network.

You make introductions.

When one lands, you collect a fee. Typically 20% of base salary. On a $120k hire, that's $24,000.

You didn't need an office. You didn't need a team. You didn't need a recruiting certification.

You needed industry knowledge and a system.

Most people reading this already have the first part.

The second part is what we build.


It means monetizing what you already know.

Here's how it actually works:
You pick a niche you already have credibility in. Tech. Healthcare. Finance. Construction. 

Doesn't matter. 
Pick the one where people already trust you.

You identify the roles companies in that niche are always trying to fill.
You reach out to hiring managers. Not HR. Not job boards. Hiring managers who are feeling the pain of that empty seat today.
You find two or three strong candidates from your existing network.
You make introductions.

When one lands, you collect a fee. 
Typically 20% of base salary. 
On a $120k hire, that's $24,000.

You didn't need an office. 
You didn't need a team. 
You didn't need a recruiting certification.

You needed industry knowledge and a system.

Most people reading this already have the first part.

The second part is what we build.

You billed $400k last year.

You kept $80k.

Let that sink in.

Your agency collected $320k off your work. 
Your candidates. 
Your relationships. 
Your late nights.

And their justification?
"We provide the infrastructure."

Here's what that infrastructure actually costs:
A desk you barely use. 
A brand name clients don't ask for.
A CRM you could get for $99/month. 
A manager who monitors your activity.

That's it.

The math isn't complicated. 
You're just not allowed to see it clearly while you're inside it.

I've talked to hundreds of agency recruiters over the last five years. 
The ones who finally left all say the same thing:
"I wish I had done it sooner."

Not because it was easy. 
Because the alternative got worse every year.

You don't need permission to keep what you earn.
You just need a plan.

Back in November, PJ closed his first 5-figure placement.

He'd only been in the program a few months.

Here's the full picture:
Beat out 4 to 5 other agencies for a brand new client.
Closed a 5-figure placement within months of starting.
Now has 15 candidates interviewing across 10+ open job orders.

Here's what I want you to notice.

He didn't win because he out-hustled bigger agencies.
He won because he was positioned better, had a tighter niche, and showed up with a system that actually worked.

The competing agencies were more established. 
More "credible" on paper.

Didn't matter.

This is what I keep seeing with solo recruiters who build this the right way.
Small doesn't mean weak. 
Specialized beats generalist almost every time.

PJ's not an outlier. 
He just stopped winging it and built the thing properly from day one.

If you want to see exactly how we do it, hit Apply Now: Recruiting Launch on my profile. 
20 minutes. Walks you through the whole 4-step process.

That's where to start.

If you're billing well but never home, what are you really building?

I noticed The 5 Types of Wealth by Sahil Bloom sitting on my table today.
It made me realize something.

When I started my recruiting business, success meant one thing:
Money.

More placements.
Bigger fees.
More clients.

That’s all I measured.

But money was never the goal.

It was the foundation.

What I actually wanted was what it gave me.

Time wealth:
Taking River to the park on a Tuesday morning.
No permission. No rush.

Physical wealth:
Energy to keep up with him.
Not burnt out by 3pm like I was at Google.

Relationship wealth:
Being present at dinner.
Not checking my phone every five minutes.

Mental wealth:
Peace of mind.
No Sunday anxiety.
No wondering if my job disappears next month.

Financial wealth:
Enough to remove stress.
Not enough to cost everything else.

When those five line up, life feels different.

Not bigger.

Lighter.

That’s what I built this for.

Not just more money.

A life I control.

Freedom > fees.

The recruiters who fail aren't the ones without experience.

After working with 400+ people who've started their own recruiting businesses, the pattern is clear.

The ones who struggle make these seven mistakes:

1. Waiting for the "perfect time"
Start while keeping your 9-5.
You don't need to quit to build.

2. Undercharging because you're new
Standard recruiting fee is 20% of first-year salary.
A $100K placement = $20K fee.
Charge what the work is worth.

3. Trying to be everything to everyone
Pick one industry. One role type.
Specialists charge more and close faster.

4. Spending hours on manual outreach
Automation lets you reach 500 hiring managers while you're at your day job.
Check your inbox. Reply to interest. Book calls.

5. Leading with "I'm a recruiter"
Hiring managers hear that 20 times a week.
Lead with "I have a candidate who matches your role."

6. Taking every client who says yes
Bad clients drain time and kill confidence.
Choose quality over quantity.

7. Overcomplicating the pitch
Clients want one thing: the right candidate.
Keep it simple.

Which mistake are you making right now?

Got laid off from Google.

Best thing that ever happened to me.

Didn't see it that way at first.

When the recruiter called, I thought I'd made it.

The campus. The perks. The badge that made every candidate pick up the phone.

Looked like the dream.

Until I saw what it actually was:

15-minute lunch breaks
Hourly contractors living in fear
First cut when budgets tighten

Recruiting on easy mode.

But building nothing that belonged to me.

Then the layoff came.

Sitting there with no job and no plan, had to ask one question:

What would I regret not doing?

The answer hit hard.

Not trying to build my own business.

So I gave myself 90 days.

Just to see.

That decision changed everything.

Because here's what became clear:

Job security is a myth.

Companies don't love you back.

Your role could disappear tomorrow.

The only real protection? The ability to generate your own income.

That separates people who survive layoffs from people who thrive after them.

Sitting in a corporate role wondering if there's more?

This one's for you.

Full story in the video. Link in comments.

"You need years of recruiting experience to start your own firm."
Heard that one lately?

Here's the deal. 
It's not true. 
And the people saying it usually have something to protect.

The best independent recruiters I've worked with built their businesses on one thing:
Deep industry knowledge.
Not recruiting tenure. 
Industry knowledge.

The engineer with 15 years in AEC who knows every hiring manager in his market.
The sales leader who's been in SaaS for a decade and knows exactly who companies want to hire.

The finance professional who's worked at four firms and has relationships everywhere.
None of them had recruiting backgrounds.

All of them had something more valuable: credibility in their niche.

Clients don't hire you because you've been a recruiter for ten years.
They hire you because you understand their world.

That's a skill set most people already have. 
They just don't realize it's worth anything yet.

If you want to see how we turn that into a real business, hit Apply Now: Recruiting Launch on my profile. 20 minutes. 4 steps. You'll know exactly how this works.

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Ben Hanley

Jon Chintanaroad

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The Battle

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