Vertex Search

Founder

TenX Recruiting

Talent Partner

Massive

Talent Advisor

KENEKT GROUP, LLC.

At KENEKT Group, recruitment is in our blood! Our approach is far from generic – we believe in using an assertive and highly effective strategy that's customized to each client's unique needs.

Our focus isn't just on immediate profits. We're dedicated to building and nurturing relationships with clients and candidates alike, treating every interaction with the same level of care. With this approach, we're confident that we'll always have the right candidate within reach.

We're not just experts in engineering recruitment – we've successfully filled hundreds of key positions in marketing, sales, and manufacturing too! But we know that every client is different, which is why we work closely with them to design a custom candidate-screening process that meets their specific requirements.

Unlike other recruiters, we don't measure success by the number of resumes we can send for a particular role. Instead, we take pride in screening hard to ensure that we send only a few highly qualified candidates who possess both the soft and hard skills our clients desire. With this approach, our clients can rest easy knowing that one of the candidates we send their way is sure to be their next great hire.

When it comes to pricing, we're incredibly flexible, ensuring that our clients get the recruitment services they need at a price that works for them. If you're looking for a recruitment partner that truly cares about your success, then look no further than KENEKT Group!

Driftr

Driftr is THE social media company dedicated to the communication and sharing of all travel. We are based on the traveler and the travelers point of view. Real person to person communication allows for real life experience and recommendations. This allows for real life experiences shared directly from the mouths and fingertips of the person experiencing them.

Advisor

Technical Connections Inc.

Advising the Technical Connections recruiting team, helping to generate more revenue in order to take the team to the next level.

Kwalified LLC

Created ‘Kwalified’, a brand new concept and business model that greatly expands job seekers’ prospects in a competitive job market. Performed market research, designed, built and launched a responsive and easy to use MVP and tested with a group of early adopters (www.kwalified.com).

Co-Founder/Chief Marketing Officer

Betagig

Advised the company on new platform implementations, and helped move through a possible pivot. Unfortunately the company was deemed unscalable and the investors pulled out. Recruiting is a "hustle" business. It always has been and always will be. That said, I'd like to give a shoutout to Nicole Klein, Founder of Betagig. Had Nicole not been swayed by a particular incubator in the early stages, and had she released her initial Betagig platform, there is no doubt in my mind that the company would have ultimately been a multi-million dollar organization. Nicole is now a Senior Technical Product Manager at AWS in Seattle, WA. She is truly the definition of a rockstar.

Neohire South

Worked primarily with startups in the bay area looking to scale their companies and teams. The majority of my focus was centered around working with tech leaders looking to hire engineering talent. I was very instrumental in advising these clients on things from fundraising and pitch decks to best recruiting practices.

Senior Technical Talent Agent

Vertex Search and Consulting

By the age of 16 I was managing large accounts in the video game industry- EA, Activision, Nintendo, Disney, etc. By 18, I moved to SoCal to throw my recruiting career into full gear.

Senior Recruiting Specialist

I’ve been immersed in the recruitment world since I was 16, starting by placing executives at top gaming companies while still in high school. With a deep-rooted legacy in staffing from my entrepreneurial parents, I’ve transformed traditional recruitment into a fully customizable process, tailoring each approach to fit the unique needs of my clients.

Since 2012, I’ve been the trusted recruiter for tech startups and Fortune 500 companies, building high-performing teams in engineering, product, sales, marketing, and hardware roles at all levels. My efforts have helped propel companies like Flo Technologies and BisonTrails to successful exits, highlighting the impact of my talent sourcing on their achievements.

As a champion of gender diversity, I’ve revolutionized how diversity is integrated into recruitment, believing that a mosaic of perspectives is crucial for business success. I dive deep into understanding each company’s unique culture, ensuring that every candidate I place is not just a fit, but a key contributor to the team’s success.

What sets me apart is my approach to crafting narratives where each placement is integral to a company’s growth. I go beyond just matching resumes to job descriptions, maintaining an unwavering commitment to honesty and integrity in every partnership.

If you’re seeking a recruitment strategy that mirrors your company’s unique DNA, I offer a partnership that blends innovation with a daring edge. Together, we can redefine talent acquisition, building diverse and skilled teams that become the heartbeat of your company's success story.



In a nutshell, if you're looking for a recruitment strategy that’s as unique as your company's DNA, and a partner who brings a little edge to the table, let's connect. Together, we can redefine the art of talent acquisition, creating teams that aren’t just diverse and skilled, but are the heartbeat of your company's success story.

Ben Hanley

Recruiting Launch

Are you an entrepreneurial professional looking into starting your own recruiting business, but not sure where to start or how to land clients?

Over the last 5 years, we’ve helped over 300 people launch their own recruiting business without having to quit their 9-5 jobs right away.

Inside our Recruiting Launch DFY program, we’ll work with you 1-on-1 to launch:

Your Business: niche positioning, entity setup, client targeting and incognito mode set up (so you can do it while employed).

Your Marketing: personal brand, automated outreach, custom niche content & copy.

Your Sourcing: curated candidate lists, job posts, sourcing tools, outreach campaigns.

Your Scaling: hire support, expand lead flow, and add monthly recurring revenue.

You’ll get unlimited 1-on-1 access to our team of experts, 8 weekly coaching calls, access to our proprietary automation tool, and a private network of recruiting entrepreneurs for networking and split-deals.

Book to launch: https://calendly.com/jonchintanaroad/zoom

Aspire Recruiting LLC

Founder and Managing Director

Premier Talent Partners

Lead Recruiter 

Google

Technical Recruiter

The Mice Groups

Senior Recruiter

AppleOne Employment Services

Recruiter

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.jonchintanaroad.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
- 40+ client testimonials (check out my LinkedIn  recommendations at the bottom of my profile)

Want to watch my client case study interviews?

Follow the link below 👇

www.recruitinglaunch.com/

Jon Chintanaroad

A recruiter once told me: “No one will work with me - I'm just a solo operator.”

6 months later she billed $200k from a single client.

Here's what she did differently (and what I've learned helping 300+ recruiters start their businesses):

1. Stop leading with “I'm a recruiter”
Lead with: “I have a candidate from [their competitor] who matches every requirement in your job post”

2. Timing > technique 
Companies give you generic responses in December (“reach out in January”) 
→ This is your opportunity. Build your pipeline now. 
→ Follow up January 1st when budgets refresh

3. Small is your superpower 
When clients say “Why shouldn't I use a big agency?”
Response: “They have 500 reqs. I have 5. Guess which gets more attention?”

4. The “specialist flip” 
When they ask about years of recruiting experience: 
“I spent 10 years working in [their industry] before recruiting. I understand your world from the inside.”

5. The magic phrase that lands clients: 
“Let's start small. Give me your 2-3 most critical roles. If I deliver, we can expand.”
(Ginny used this to turn 1 req into 4 placements/$200k)

6. Answer This Question
Every client conversation should answer one question: 
“What do you have for me?” 
→ Always lead with a candidate, never your credentials

7. Stop selling recruiting Start selling outcomes:
• Shorter time-to-fill
• Higher acceptance rates
• Better culture fits
• Lower turnover

The truth? Companies don't care about:
• Your fancy office
• Your years in recruiting
• Your company size

They care if you can solve their problem.
January is coming. Start implementing these now.
Want to learn how?
DM me and let’s chat.

Follow me for more tips to build your own recruiting agency.

These three excuses keep talented recruiters stuck in their 9-5.

Excuse 1: “I don’t have enough connections.”
This is the one that keeps good recruiters tied to agencies, waiting for the “right time” while their commissions get split.
A strong network helps, but here’s what most people miss:
You don’t need a huge network to start.
You need a system that builds your network while you land your first clients.
Every successful recruiter I know grew their network through the work, not before it.

Excuse 2 : “I can’t compete with big firms.”
I used to think the same thing.
But being small is often an advantage.
You move faster, you specialize deeper, and you give clients attention the big firms can’t.
Companies prefer boutique recruiters who truly understand their niche.

Excuse 3 : “I need to quit my job first.”
I only went independent because I got laid off. That was luck, not strategy.
Most of the 300 plus recruiters I’ve coached kept their day jobs and built slowly.
You can do the same.

Take on one client.
Work before or after hours.
Make your first placement.

Learn contracts, closing, and delivery with stability behind you.
Once you see that it works, then you decide if you want to go all-in.

Some people transition in six months.
Others keep it as a steady second income.
Either way, you move from stability, not fear.

DM me if you want help building your own recruiting business.

In 2014, I was working at a recruiting agency.
I loved the work, but not the structure.

I brought in the clients.
I made the placements.
I hit the targets.

And every month, I watched 50 percent of my commission disappear to the house.

I felt stuck.
I knew I could do better on my own.
I just didn’t have the courage to move.

Then life made the decision for me.
I got laid off.

It was one of the scariest moments of my life, but it ended up being the turning point.

I gave myself 90 days to build my own recruiting business.
No safety net. No guarantees. Just consistent action.

Here’s what happened next:
 ✅ I landed my first client
 ✅ I made my first placement
 ✅ I realized this path was possible

Within months, I was running a steady solo agency.
Within five years, I scaled it and sold it.

Since then, I’ve helped 300 plus recruiters build their own businesses, without quitting their 9-5 until they’re ready.

If you’re a recruiter who’s been putting off going independent, consider this your reminder.

Life won’t wait for you to feel ready.
Sometimes you have to start before you feel prepared.

Dear recruiters, independence isn’t the advantage.
Systems are.

Here are six things high-performing independent recruiters do differently:

• They pick one hyper-focused niche and go deep.
• They lead with strong candidates, not generic “are you open” messages.
• They build direct relationships with hiring managers instead of waiting on HR.
• They run lean operations so their time goes into revenue, not busywork.
• They focus on quality over volume and win clients with a few great candidates.
• They rely on automation and systems instead of manually combing job boards all day.

Great recruiters can bill from anywhere.

Independent recruiters go further because they build:

• Their own brand
• Their own processes
• Their own pipeline

January is the peak hiring season.
December is when you put the structure in place.

If you want clarity on how to set up your business for 2026, send me a message.

If your intro sounds like everyone else, you’ve already lost the client.

Try this for a second.

Imagine two agency owners:
 • “I’m a great recruiter”
 • “I place senior software engineers for fintech startups”

You already know who gets the client.

Most recruiters hide behind vague lines like:
“We provide excellent talent solutions”
“We’re industry leaders”
“We only work with passive candidates”

But calling yourself a “great recruiter” tells hiring managers nothing.
They only care about one question: “Do you have candidates for my role?”

Not your years of experience.
Not your company size.
Not your “excellent service.”

Just whether you can solve their problem.
This is why the first thing I fix with recruiters is specificity:
 • One industry
 • One role type
 • One seniority
 • One region

Then you can say, “I help Series A fintech startups in San Francisco hire senior developers.”
Clear, simple, believable.

This level of focus is what helped me:
 • Build and sell my own agency
 • Coach 300 plus recruiters into solo businesses
 • Generate consistent five-figure placements

Substance beats buzzwords every time.

Starting your own recruiting business isn’t about experience.
It’s about the choices you make every day.

Here are ten things that require zero background but can change your results:

1. Proactivity
 Don’t wait for opportunity. Create it. Start before you feel ready.

2. Niche focus
Specialists stand out. Generalists disappear. Be known for one thing.

3. Consistency
Small daily actions compound. Momentum beats perfection.

4. Responsiveness
Hiring managers value speed. Be the person who follows up before they ask.

5. Positioning
Stop trying to sell yourself. Solve a specific hiring pain and lead with outcomes.

6. Resourcefulness
Tools help, but problem-solving wins. Find a way or build one.

7. Coachability
Feedback shortens the learning curve. Stay open, stay improving.

8. Relationship-building
Clients don’t hire companies. They hire people they trust.

9. Resilience
Rejection is data. Adjust your approach and move forward.

10. Professionalism
Respect, clarity, and steady communication go further than most people realize.

Experience matters, but action matters more.
Your business grows when you do.

If you want clarity on how to build your own recruiting business in 2026, send me a message.

Nothing moved in my business until I stopped preparing and started doing.

When I first went out on my own, I thought I had to look ready before I could be ready.

So I spent weeks:
 ❌ Tweaking my pitch
 ❌ Perfecting my messaging
 ❌ Researching tools I didn’t need

And all that planning gave me exactly what most recruiters get in December.
 Zero clients. Zero momentum.

Things shifted when I finally stopped preparing and started moving.
 ✅ I picked up the phone
 ✅ I made the calls that felt uncomfortable
 ✅ I showed up before I felt ready

Here’s what became clear fast:
 • Action creates clarity
 • Action creates momentum
 • Action creates results

Most people wait for January to “feel ready.”
But clarity doesn’t come from thinking, it comes from moving.

That first uncomfortable step is always the one that shows you what works, what doesn’t, and where to go next.

Whatever you’re overthinking right now, don’t wait for the calendar to flip.
Start small. Start messy. Start nervous.
Just start.

I was talking to an agency recruiter a while back who billed over $400k for his firm this year.
His take home? Just under six figures.

He told me he stopped looking at his billing reports because it was too painful.
Every time he saw the gap between what he generated and what hit his bank account, something inside him died a little.

Sound familiar?

Here's the part that stuck with me most:

He found the clients.
He sourced the candidates.
He ran the screens, managed the interviews, handled the negotiations, and closed the deals.

Then he watched the majority of every fee he earned get taken by "the house."

And the worst part?

He doesn't even get to choose which clients he works with.

He gets assigned job orders from difficult hiring managers, lowball salary roles, and hiring managers that take forever to respond.

No autonomy.
No control.
Just grind.

If this sounds like your reality, I want you to know something about January that most recruiters overlook:

It's historically the easiest month to land clients as an independent recruiter.

Here's why:

Hiring managers are back from the holidays and finally have time to talk.

Annual budgets just got approved.
The money is there.

Headcount plans are locked.
They know exactly who they need to hire.

And small to medium sized companies are actively looking for outside recruiting help because they don't have internal teams.

The timing matters because these same hiring managers will be buried in Q1 execution by February.

Right now, they're planning.
They're open.
They're taking meetings.

If you've thought about doing your own thing, even quietly on the side while you keep your agency job, consider spending the next few weeks getting the foundation in place.

That means getting clear on your niche so hiring managers see you as a specialist, not just another recruiter.

It means building a short list of target companies in your space.

And it means crafting outreach that leads with value instead of "just checking in to see if you need help."

You don't have to quit your job.
You don't have to go all in right away.

But you could start 2026 with conversations that lead to your own clients, your own fees, and your own book of business.

The recruiter I mentioned?

He's now three months into building his own thing on the side.
Last week he signed his first client.

Same skills.
Same effort.

But now 100% of that fee is his.

If you've got questions about how this works, drop them below.
Happy to share what I've learned from helping over 400 recruiters make this transition.

If you’re a recruiter thinking about going independent, here’s the truth:
December is the window that sets up your entire year.

Here’s why:

Companies have fresh budgets lined up for January.
The usual “let’s wait until next year” stall disappears. Hiring managers want to start strong, not fall behind.

Managers feel real pressure.
They’re heading into Q1 with unfilled roles, and they can’t afford slow starts.

Independent recruiters have a real edge.
While big agencies are still easing out of the holidays, you can be the first one to show up, start conversations, and position yourself before the rush hits.

Here’s what this looked like for Ginny:
 • She started calling in December
 • By February, she closed her first major client
 • By March, she billed 200k, working fully on her own terms

The lesson is simple: timing matters more than most recruiters think.

If you start now, you’ll walk into January with:
 • Warm conversations
 • Clear positioning
 • A predictable plan
 • And zero holiday slowdown

You don’t need a perfect plan.
You don’t need to quit your job yet.
You just need to take the first step while everyone else waits for the calendar to flip.

If you want clarity on how to set this up, send me a message and I’ll walk you through it.

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The Battle

Ben Hanley

Jon Chintanaroad

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