Ocular Recruiting

Ophthalmology and Optometry Recruiter - Nationwide

Recruiter

Top Medical Talent

Top Medical Talent strives to connect great candidates with perfect jobs with integrity,  efficiency, and quality.

Barmen

Human Resources Assistant

Account Manager

Onelife Fitness

Certified Personal Trainer

Sheraton Hotels & Resorts

Guest Experience Manager

🩺Helping healthcare facilities recruit top tier talent | CEO at Top Medical Talent | Advisor on recruiting and hiring - Let's preserve time and resources | HR Professional | 🌱WFPB supporter

Hi, 
Thank you for visiting my profile. 
My friends call me Meri, so please feel free to do the same. 

📚📚📚 Here is my story📚📚📚📚

📌I was born and raised in Bosnia and Herzegovina. 
When I turned 20, I  landed a job in The Green Zone in Baghdad, Iraq. 

📌I spent 4 years there working to put myself into school and move to the USA. 
The contract called for 84 hours/week. It was a blast - literally! 

📌While in Baghdad, I worked at the New Embassy Compound (NEC), the largest US Embassy in the world.

📌I moved to the States in 2011 and first lived in Honolulu. I moved to Norfolk, VA, in 2019 and shortly after I resided in the beautiful MD - DMV area. I am currently located in Orlando, FL. 

📌I was brave enough to start my own business in the summer of 2022, and I honestly can say I live the "American Dream." 

➡️A kid who survived the Bosnian war and did not have toothpaste in the '90s (but somehow maintained to smile) is 
🙏ready to serve you NOW.

I specialize in helping small & mid-size medical practices/groups recruit 
clinical and support staff.

I often serve as an advisor on 
recruiting, hiring, and onboarding 
to improve retention rates.

How Will I Help You

🏆 Attract, hire, retain, and motivate talent in healthcare
🏆 Meet urgent job shortages 
🏆 Decrease company hiring time
🏆 Assist experts seeking a new employment path 
🏆 Promote and support organizational transitions and management changes.

Who I Work With

👔HR Management / Hiring Managers and Executives of Medical Treatment Facilities, Anesthesia Groups, Pharmaceutical Groups, Healthcare  Consulting Groups, and Healthcare Educational Institutions 

The Reasons why I can Help You

✔️ Over five years as an executive manager
✔️ Team leadership, training, and workforce empowerment expert
✔️ Experienced in Payroll and HR management 
✔️Adviser on customizing recruiting and hiring processes to preserve time and resources 
✔️Certified Scrum Master and Six Sigma 
✔️ Relationships with multiple medical systems / Military, Educational, and Civilian
✔️ Uniquely positioned to have access to top-performing candidates with highly specialized skills
✔️ Large network of HCP candidates

Let's Talk
📨 Email: meri@topmedicaltalent.com
📞 Phone: (808) 372 -0020
🗓️ Meeting: https://calendly.com/topmedicaltalent

Meri Halilovic

How I Will Help You

🏆 Systematizing your recruiting business for productivity and efficiency
🏆 Teaching a personalized sales outreach to acquire new recruiting clients & candidates at scale
🏆 Providing sophisticated & innovative templates for candidate submittals, MPC, contracts, etc
🏆 Installing a recruiting CRM/ATS so you can organize your clients and candidates in one place

Who I Work With

👔 Corporate Recruiters, Agency Recruiter owners, Talent Acquisition Specialist, Staffing Sales Execs

The Result

⭐️ "Just wanted to say we really enjoy being part of Recruitemy.com. During these tough times, it really helps being part of a group that wants to share and help each other succeed. We have learned a lot from you and the other members on marketing techniques and tools we were not familiar with. I have often seen where recruiters are great at recruiting, but when it comes to business development, that is a weak point. The methods you have shown us for automating the process has allowed us to reach many more potential clients and driven in more conversations that are converting to new clients.
Many of the trainers have said you need to market more and you have found a way with these tools and techniques to accomplish that. It's all about being in the right place at the right time, Al Born (Recruiting Agency Owner)-Electronics Search Inc

⭐️ "Hey Russ, I know it is Friday and 8pm your time, but I wanted to let you know that the week ended well. I got an email just now from the CEO of the organization I had the second call with, I spoke
With the RDO regarding 2 possible ED positions.  The CEO emailed me and asked to arrange a
Meeting next week.  😊
Russ, thank you for the opportunity to learn from you and to put a strong marketing system in place.
Have a wonderful weekend!"  Victoria Brahma (Staffing Owner)- AIM Healthcare Recruiting

Reason Behind The Result

🏆 Over 25 years operating & scaling recruiting companies
🏆 Expert in LinkedIn marketing strategies to acquire new recruiting clients and candidates
🏆 1:1 coaching and mentorship for our members
🏆 Weekly group master-mind meetings covering tips/tricks for operating a successful staffing business

Let's Talk

📅 Virtual Chat: https://tinyurl.com/3mwmmrph
📨 Email: info@recruitemy.com
👉 Schedule Consultation Directly with Russell: recruitemy.com
    Join Recruitemy FaceBook Group Page: https://www.facebook.com/groups/recruitemy
     Subscribe to Recruitemy YouTube Channel: 
     https://www.youtube.com/channel/UCnuxtkalPwpucIvAxQ9cUtA

Russell Liebowitz

If I had 30 days to land my first $10k retainer as a solo recruiter…  

Here’s the exact playbook I’d run.  

Day 1–2: Pick a niche with clear money.  

One function, one level, one location.  

Example: Senior finance managers in Texas.  

No guessing. Pick, commit, move.  

Day 3–5: Turn my LinkedIn profile into a sales page.  

Headline speaks to one buyer.  

About section shows one clear problem, one clear result.  

Feature one strong client story or past win.  

Day 6–8: Build one killer MPC offer.  

Take one real star candidate.  

Write a short one-page brief with numbers, skills, outcomes.  

Record a 60–second video intro on Loom.  

Now I have something real to take to market.  

Day 9–15: Launch simple outbound with volume.  

Create a list of 100 hiring leaders in my niche.  

Send 20–30 targeted messages each day.  

Short, direct, no fluff, link my MPC video.  

Goal: book 10–15 calls, not close deals yet.  

Day 16–22: Run a performance-based pitch with a base.  

Script: small set-up fee to lock focus, success fee on hire.  

Frame it as lower risk than their current agencies.  

Push for a 90-day retainer, not a one-off req.  

Day 23–30: Treat those first calls like gold.  

Deep discovery, clear next steps, fast follow-up.  

Daily rule: pipeline before admin.  

Outcome I expect from this sprint:  

Two to three serious clients, one $10k retainer, real system in place.  

Want to see the exact outreach script plus MPC template I would use for this? Message me.

Sick of no clients, no systems, no plan? Tired of working for free (contingency)... Recruitemy gives Recruiters the tools, mentorship & blueprint to land weekly client calls and build a real business, even from a 9–5.

From a kitchen table and $5 burritos… to a $10M+ staffing agency in under 3 years.  
Here is what no one tells you about the jump.  

First year felt ugly.  

Small kitchen table.  
Cold coffee.  
Door closed while kids slept.  

I ate $5 burritos, stared at a cheap laptop, prayed first client wire would hit.  

No fancy logo.  
No website.  
No investors.  

Only a phone.  
A script.  
A calendar.  

Fear rode with me daily.  

I woke before sunrise, dialed until my voice cracked.  
I missed parties, sports, noise.  
Family saw less of me, yet believed in my vision.  

Growth came from three moves.  

Position first.  

I stopped acting as a needy vendor.  
I wrote a simple engagement contract.  
I asked for money before search.  
Clients with respect stayed.  
Others left fast.  

Niche next.  

I picked one slice of market.  
I spoke to one hiring problem every day.  
Outreach, content, calls, all pointed at same pain.  

Systems last.  

Daily targets lived on the wall:  
→ 20 new decision makers  
→ 10 follow ups  
→ 3 scheduled calls  

Google Sheet first.  
CRM later.  
Same numbers every day.  

Revenue climbed:  
Year 1: survival.  
Year 2: seven figures.  
Year 3: eight figures with margin.  

No magic.  
No secret hack.  

Only focus, repetition, refusal to quit.  

Want to see how I set targets for new recruiters inside Recruitemy?  
Message me.

Sunil quit his 9–5 and made 4 placements in 90 days.
He did it without one cold call.

He worked in corporate cyber and AI recruiting.

Good title, nice salary, zero control.

Until

He treated LinkedIn as his main engine for clients, not a résumé wall.

We plugged in Recruitemy LinkedIn messaging flows.
Leadcast loaded his calendar with target founders and hiring leaders.

Lunch break calls.

After work calls.

Day job during the day, new business in the cracks.

Messages went out on autopilot through LinkedIn and email.
Sunil Casuba focused on one thing only: real talks with real buyers.

Four placements in 90 days.

Fee checks matched his corporate pay.

Recruitemy community held him to his own goals.
Weekly calls, live feedback, shared wins, shared pain.

He stayed in the grind, as he said himself.
Full effort, full focus, zero excuses.

Then came the next move.

Sunil launched his own AI driven staffing brand.
Same LinkedIn system, same flows, higher value roles, higher control.

LinkedIn turns into a lead machine once you run a clear outreach system, not hope.
Recruiters who see that exit salary mode.
They build a real business around high value placements.

Message me for the exact LinkedIn system Sunil used or book a call through my profile.

One LinkedIn post brought in 4 inbound clients.  
That was the day my content started selling for me, not my cold calls.  

Before that day, I worked the old way.  

Manual outreach.  
Cold calls all day.  
Follow-ups with no reply.  

Pain.  

I knew I had skill.  
Clients knew it only after we spoke.  

My profile looked like every other recruiter.  
Job posts.  
Fee talk.  
“We are different” claims.  

No proof.  

Then I wrote one post as a story.  

I shared a real search I ran.  
I broke down each step.  
I showed how I protect my time with retainers.  
I explained who I say no to.  

No fluff.  
No pitch.  

Within 48 hours:  

→ 9 inbox messages from founders  
→ 4 ideal clients booked calls  
→ 3 paid a fee before I sourced one resume  

Same skill.  
New asset.  

Content.  

From that day I made a rule:  

If I solve a problem for a client, I turn it into a post.  
If I improve a system, I turn it into a post.  
If I lose a deal, I turn it into a post.  

Cold outreach still has a place.  
My content warms up every call before it starts.  

Want my simple story post template which I use with recruiters inside Recruitemy?  
Message me.  

Let me know how your content sells your service today.

taplio

The Battle

Meri Halilovic

Russell Liebowitz

Followers

Posts

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Performance ScoreRussell Liebowitz's LinkedIn Performance

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taplio

The Battle

Meri Halilovic

Russell Liebowitz

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);}Russell Liebowitz's LinkedIn Performance

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Performance ScoreRussell Liebowitz's LinkedIn Performance