Advisor to small recruitment firms looking to scale to 7 figures | Check out my website to see about working together

Two years ago, I started working with a boutique recruiting agency that had hit a wall.

The founder was stuck. No consistent pipeline. Sales were reactive. Everything depended on him — and when he focused on delivery, growth stalled.

Over 18 months, we rebuilt his outbound engine from the ground up. Account targeting, messaging, automation, KPIs — all designed to operate without him. Today, that firm has scaled to $5.6M, and their pipeline runs with consistency and control.

That story isn’t unique. Since then, I’ve helped dozens of founder-led recruiting firms move from ad hoc sales to structured, scalable growth.

I do this through The Systematic Recruiter — a proven 90-day method to build outbound systems that generate pipeline even when the founder is focused on running the business, not stuck inside it.

This isn’t coaching theory. I work hands-on inside my clients’ CRMs — writing sequences, mapping targeting frameworks, and building processes they can rely on.

The outcome? A fully operational sales system designed to run without the founder.

Most of my clients come to me when they’re ready to move beyond survival mode and scale with intention.

If you're still relying on referrals, sporadic outreach, or bursts of activity during slow months — it’s time for a system.

Book a call and I’ll walk you through it. No pitch unless it’s a fit.

Keely Flood

The Blockchain Recruiter

Are you experiencing any of this? 👇

– You’ve made good hires from your network, but your network’s running out of reach
– Recruitment agencies are inconsistent at best and useless at worst
– You’re considering hiring yet another recruitment agency or in-house recruiter after all the others have promised big and delivered small

And have you thought about this?

– The average tenure in crypto is under a year - turnover that poses an existential risk to any team
– A tiny minority of crypto startups will survive and thrive - “good enough” hiring just isn’t good enough. 
– Mediocrity compounds mediocrity - the longer you leave it to fix your hiring, the harder it is to recover

👉 Turn your hiring into a Force Multiplier with The Blockchain Recruiter Protocol:

Phase 1 >> Discovery

Our process starts with a deep dive into defining your Organizational DNA, employer value proposition and critical business imperatives. From there, we niche down to identify the specific, performance-based role objectives for each hire and reverse-engineer them into workflows, skills and workstyles to pinpoint the characteristics of the ideal person.

Phase 2 >> Candidate Creation & Talent GTM

Leveraging insights from the discovery phase, we curate and stack-rank a hand-picked list of 150-200 of the world’s most capable and relevant people for your role. Then we deploy a highly effective multi-channel outreach system, using uncommon insight and investigative skills to unlock access to unique candidates who are otherwise unrecruitable and not interviewing anywhere else.

Phase 3 >> Performance-based Hiring

Having brought a unique slate of candidates to the hiring table, we run a performance-based selection process which is both exceptionally rigorous and surprisingly efficient. This puts top performers through their paces, gains buy-in, and ensures the absolute best candidate accepts your offer - while gleaning critical information on how best to ensure they hit the ground running.

Blockchain Recruiter | Founder - https://theblockchainrecruiter.com

Bitesize Bio

I took a career detour to sell and project manage media placements and enterprise-level marketing packages to life science manufacturers.

(Think Blockworks but for biotech, and with a marketing agency on the back end)

Learned invaluable skills in marketing, brand and deal-making which have served me well ever since.

Account Director

Various Search Firms

Successful track record recruiting technical, commercial, operational and executive professionals in multiple industries and across dozens of countries. Learned a lot of hard and valuable lessons along the way.

Senior Executive Recruiter

I help founders, operators and leaders of Web3 & crypto startups hire exceptional people and build world-class teams fit for scale.

I'll let our results do the talking:

- 100% Success rate
- 2:16:1 Interview to Hire ratio
- 97% Offer acceptance rate
- One Year placement guarantee (actioned only twice in five years)

Are you experiencing any of this? 👇

– You’ve made good hires from your network, but your network’s running out of reach
– Recruitment agencies are inconsistent at best and useless at worst
– You’re considering hiring yet another recruitment agency or in-house recruiter after all the others have promised big and delivered small

And have you thought about this?

– The average tenure in crypto is under a year - turnover that poses an existential risk to any team
– A tiny minority of crypto startups will survive and thrive - “good enough” hiring just isn’t good enough. Not if you want to make it
– Mediocrity compounds mediocrity - the longer you leave it to fix your hiring, the harder it is to recover

👉 Time to do something about it?

Two options:

1. Apply to work with The Blockchain Recruiter

We succeed for every client because we're very selective about the clients we accept. DM me to book a call and let's see if we're a good fit to work together.

2. Get the book

I literally wrote the book on Hiring for Blockchain. It's a detailed, 141-page guide containing a step-by-step framework for implementing our world-class methodology. Ask and I'll send you a copy.

Harrison Wright

I'm not worried about AI in recruiting.

The disruptooooors have been trying to "disintermediate recruitment" for as long as I've been doing it.

First they were convinced that online job boards were going to kill the recruitment industry (seriously, people believed this).

Then it was Linkedin (we know how that worked out).

Now it's AI.

No, AI sourcing and screening bots are not going to replace recruiters.

If anything, they will actually increase demand.

How could this possibly be the case?

The disruptooooors look at the recruitment process as a closed loop. But it is in fact a market-based system, subject to competitive forces and the finite supply of attention that exists.

Hence why job boards, by removing all friction, did not make it easier for employers and employees to connect with each other but rather destroyed the utility of job applications almost completely.

There was a time when everyone was honored to receive a call from a headhunter. Linkedin killed that. The disruptors didn't think of that one.

The proliferation of AI slop will once again raise the recruiter skill floor to new heights.

When everyone has open access to a an instantly generated, stack-ranked list of prospective candidates and a hyper-targeted and personalized outreach campaign generated and sent at the click of a button...

...how do you stand out?

That is the million dollar question.

The Blockchain Recruiter | Author, Hiring for Blockchain | Crypto-native Acumen, Institutional-grade Process

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Harrison Wright

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The Battle

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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);}Harrison Wright's LinkedIn Performance

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