Ralph Clotaire

Zimmermann

As a Omni-Channel Stock Coordinator, I provide a superior client experience by executing online and offline order fulfillment with accuracy and assistance with all the stock functions. My position is reviewed monthly for inventory levels and order accuracy to ensure the best shopping experience for clients.

● Verify product receipts, merchandise deliveries and product storage to ensure accuracy and compliance.
● Oversee product movement, both internally and externally, to keep track of important merchandise and items while working with other stores across the USA.
● Monitoring inventory levels to keep our inventor shrink levels at 0%.  (Currently 0%)

Technologies Used: Clover POS, Ayden POS, and Ordoro

Onmi-Channel Stock Associate

Avant Search Group

Avant Search is a market leader in talent acquisition and consulting while providing services (FTE and contract roles) to clients across North America. 


● Recruited nationally for Sales, HR, Engineering, and IT roles.
● Managed full-cycle recruiting for up to 8 requisitions, overseeing pipeline strategy, sourcing, outreach, 
   marketing, screening, interviews, and offer negotiation.
● Managed talent acquisition initiatives including ATS implementation/optimization ( Loxo, RecruitCRM, 
   candidate experience design, and compensation analysis.
● Achieve~Time to fill for roles in about 12 days from start to finish on sales and engineering roles.
● Maintained a 30% average response rate on Linkedin through personalized messaging ( resulting in 
   successful recruitment of hard-to-fill, technical positions).

Senior Recruiter

Vaco

*Role eliminated due to division-wide lay-off*

Sales, Vaco Technology

NERD - Nashville Engineering Remote Division focuses on finding and matching top engineering talent for companies across the country. Our division has over 30+ years of experience combined in the recruiting industry.

● Cold called and emailed 20 prospective companies each day, resulting in
a 35% increase in the number of qualified leads.
● Closed 8 roles within the last year, exceeding the quarterly hiring goals
by 25%.
● Reduced time-to-fill by 25% by implementing a streamlined recruitment
process and increasing engagement with passive candidates.
● Participated in National tech conferences and other recruiting events to
attract top talent and new clients across the country.
● Increased quality of hire by 30% by improving the candidate selection
and screening process, resulting in a higher retention rate and increased
productivity.

Skills: Linkedin Recruiter, ZoomInfo, Otter.ai, Bullhorn,

Associate Account Manager

Talent Sourcer

Leo Recruiting Company

What drives our team is what drives you – a desire to excel and see your work flourish. As your recruiting partner, we make that happen, building your team one great hire at a time.
 
Over the past 2 years, we have developed a system that is continuously managing over 20 job seekers to new positions that fit and over 60 passive candidates waiting for the right lead. Our candidate pipeline is deep, and my team delights in matching top-performing and rising professionals to the right career and company. We thrive in connecting people and creating opportunities. To learn more, visit https://leorecruitingcompany.com/.

● Prospected and closed 9 new business accounts for Leo Recruiting within
its first year, valued around $450k+ in revenue.
● Closed 12 Software sales positions within the year, exceeding quarterly
hiring goals by 20% while generating $300,000+ in revenue.
● Maintained a time-to-fill of 21 days or less for 85% of all positions filled,
resulting in high client satisfaction and repeat business.
● Scheduled and conducted 15-20 Candidate Phone/Video screens a week.
● Increased diversity hiring by 30%, resulting in a more inclusive
workforce and improved client satisfaction.
● Communicated with 30 Prospective clients per day via Cold Calls,
LinkedIn, and Email.

Founder | Principal Recruiter

Theory

As an Assistant Store Manager, my responsibility was to support the store manager with the onboarding of our new associates and supervisors that would come on board.  

          ●  Recruited and hired five employees at the Orlando location. 
          ● Sales training led to the location clearing sales goals by 15% for the first time in the last two quarters.
          ● Encouraged activity for outreach on LinkedIn and rebuilding client lists, which led to 30% more customers and applicants

Assistant Store Manager

It's Destiny Recruiting

● Conducted 20+ phone & zoom interviews weekly, 30+ cold calls/phone screens daily.
● Prospected and closed 3 accounts during the first 6 months as a recruiter.
● Closed 6 positions over the span of 3 months which generated $72k in
revenue.
● Sourced and prepped for positions such as Financial Analysts, SaaS
Sales, and Mortgage loan processors.
● Organized and executed 15+ interviews a week.
● Lead the team in KPIs for closed roles for 3 months in a row.
● Partnered with organizations such as Bias Rehab Center & Incluzion to
increase visibility for DEI in the organization. Which led to an increase of
25% and more diversity in our talent pool.

Industries include Retail, Sales, Admin, and Finance.
Tech Stack: Linkedin Recruiter, Bombbomb, LeadIQ

Follow our company page for job updates!

Finance & SaaS Sales Recruiter

Pelé Soccer

*Position Eliminated due to Company-wide Restructure*

● Provided leadership, direction, and support to a high-functioning team of 35.
● Worked on ordering and allocation of product collections each season to ensure stock availability.
● Increased the average dollar sale and conversion from $73 to $87 and 3.8% to 5.4% respectively.
● Established a customer request list used to capture missed sales over the last quarter. This plan brought locals and visitors back to increase sales by at least $1000 per week.

General Manager

PUMA Group

Sales Manager

● Doubled the store’s average score on Inventory audits – improved from 40% to 80%.
● Revamped employee scheduling and successfully reduced hours by 22% and payroll costs by 11%.
● Co-created a sales tracking tool to identify top performers and aid in coaching and development.
● Participated in the recruitment, selection, onboarding, and training of nine new associates.

Assistant Store Manager Talent & Operations

Sales Supervisor

Sales Associate

Recruiter - Engineering and SaaS Sales

As a seasoned retail professional, I have over a decade of experience in the space.  During that time, I've built a reputation for driving sales growth, optimizing operations, and building high-performing teams.  I take pride in seeing my team members grow and succeed.  More than a dozen team members I mentored moved on to become leaders in other organizations.

I've worked in both big-box and specialty retail environments. I'm skilled at identifying talent and helping them grow to the next level.



During the pandemic, I made a pivot to the Recruiting space.  I was able to assist hiring managers across countless organizations nationwide in building sales teams.  I started my journey as a Full-Cycle Recruiter, which was candidate and company facing which gave me a broader view of the process.

I enjoyed matching top-performing and rising professionals with the right company. My recruiting skills covered sourcing, analytics, and development for businesses ranging from start-ups to mid-market companies.

In 2021, I decided to go out on my own and open my own Recruiting firm, Leo Recruiting.  Leo was an Orlando-based Sales Recruiting Agency that focuses on clients in the Software Sales, fintech, E-Sports Gaming, and E-commerce space.  I was able to take everything I learned from Retail and apply it to this new venture.  Upon the first year, I closed 12 roles and partner with 10 companies nationwide.  

Recruited and/or sourced for the following positions: Software Engineer, Sales Development Representative, Account Executive, SDR Manager, Director of Sales, VP of Sales, Customer Success Manager,  and marketing positions.

Following ATS systems: Bullhorn, Greenhouse, Workday, Loxo and Recruit CRM

Always happy to chat about Recruiting or Retail, let's connect!

Clark Willcox

The Digital Recruiter

𝗗𝗜𝗚𝗜𝗧𝗔𝗟 𝗥𝗘𝗖𝗥𝗨𝗜𝗧𝗘𝗥 -
𝘋𝘰𝘯𝘦 𝘍𝘰𝘳 𝘠𝘰𝘶 𝘊𝘰𝘯𝘵𝘦𝘯𝘵 
Digital Recruiter Academy 
Linkedin Sprint - set up and running in 6 weeks.  

Since I started the Digital Recruiter in October of 2021, I've generated millions of impressions from LinkedIn content & averaged 20-30 inbound calls per month. Not once have I gone viral because it's not necessary to generate revenue.

We've helped 100's of recruiters on becoming micro influencers to help them generate outbound & inbound leads with better quality clients & candidates. 

𝗪𝗵𝗮𝘁 𝗼𝘂𝗿 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘀𝗮𝘆

“Working with Clark and his coaches has been a game changer! As a business owner, the most important piece was finding someone with industry experience. There are many other marketing/digital marketing partners; but no one knows the RECRUITMENT industry better.” - Lindsay Lambert, Managing Member @ Permanent Staffing Solutions

"Clark and his team revolutionized the way I think about candidate/ client acquisition! Their approach is totally different from anything I had heard before, and was incredibly effective for me (especially on the client end). I signed 3 clients within the first 3 weeks of being in this program.

They do a great job of taking a theory about effective BD and translating it into a process that is easy to understand and implement." - Samantha Reader, Founder @ Mountain Top Recruiting

“Since we've started this program (4 months) we've increased our revenues by $88,000 between 4 separate placements that we could directly attribute to the sales strategies that we learned during The Digital Recruiter.” Nick Loehr, Co-Founder/ CEO @ JL Recruitment Group

Founder

Digital Recruiter Talent Group

How we work
-𝘚𝘱𝘭𝘪𝘵 𝘗𝘢𝘳𝘵𝘯𝘦𝘳𝘴𝘩𝘪𝘱𝘴
-𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴 𝘧𝘪𝘯𝘥𝘪𝘯𝘨 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴
-𝘌𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘚𝘦𝘢𝘳𝘤𝘩𝘦𝘴

We have recruiters covering the following verticals and departments

SaaS - Sales, Marketing, Product, Engineering
Construction 
Accounting and Finance
Healthcare Tech
CPG

Founder & CEO

Shay Rowbottom Marketing

Assisting Shay Rowbottom (Linkedin's #1 viral video infuencer) with messaging + outreach strategies.

Consultant

Art of Sales Academy

AOSA is a lead generation and sales consultancy that was originally created to help service providers and software companies drive more sales opportunities + acquire new clients.

In November of 2020, I started the recruiting wing of AOSA. This created additional 30% plus new revenue stream for AOSA in 2021 and is now the best performing industry niche for the agency. 

In 2021 alone, we helped multiple small recruiting agencies add six figures in new business billing.

Business Development & Account Manager

Willcox Associates

Consulted small businesses on their internal hiring, training and retention processes.

Aerotek

World Class NPS (Net Promotor Score) from my Clients 

3 of my 4 direct reports received promotions, with a 3rd being in interviewing stages before I left. 

Developed & managed accounts bringing $3-$4 million in annual revenue.

Skilled Trades & Production Account Manager

Promoted to Account Manager after 9 months as a Recruiter. 

Placed candidates in Skilled Trade & Labor (primary), Professional Services, Scientific, and Engineering fields. 

Hit the $10,000 in weekly spread (profit to the company) mark within 5 months.

Skilled Trades & Production Recruiter

iTelecom - An Elite Solutions Provider

Door to Door B2B Sales. This was where I learned how to handle rejection in business and keep getting back up. 

Created $200k in new revenue created without knowing what in the world I was doing.

Account Manger

Aéro Film

Production Assistant

University of Florida

Football Video Graduate Assistant

United Football League

Video Production Assistant

We help consultative (not transactional) recruiters and consultants get back their time and stop chasing hiring managers.

Ever said "If they only knew we were different, they would work with us!"

Good news, you don't need expensive or complicated tech to make that the case in the digital age. 

You just need a better approach.

One where you aren't acting like a transactional recruiter and begging for business right away. 

One where you feel you can disqualify and WALK AWAY from bad potential clients.

You need to utilize your leverage.

What turned you into a top biller or firm? You made more calls, more placements, overcame more losses and now you’re still standing.

In all that time, you never learned marketing. Why would you? You were too busy recruiting.

However, now there’s way more competition. Young kids building AI and tech focused agencies. 

But what happens when they get on the phone? They aren’t savvy.

They don’t know how to run a meeting like you did.

So how do you compete with them. You buy the tech, but you or your team don’t use it correctly. 

What you need is a way to stand out.

That’s where we come in. We help you shorten your sales cycles and create an abundance of warmed up calls with your ideal market.

Showing you how to authentically stand out from the recruiting crowd and position YOU as the recruiting authority you are and that your market needs.

No more pointless cold calls & emails.
No more thoughtless AI-generated content that is hurting your brand.
No more wasting money on a tech stack that just sits there. 

Hiring managers and candidates want to know that you're different.

Don't tell them. Show them. 

We've worked with 100s of recruiters gain millions and millions of impressions from their target market and turn that into more quality meetings through strategic automation and content led outbound.

𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗠𝗼𝗱𝗲𝗹𝘀:
Do it yourself - Digital Recruiter Training Library (200+ trainings)
Done with you - Digital Recruiter Bootcamp
Done for you - LinkedIn Sprint 
Fractional CMO - I take over your marketing and outreach systems and strategy

Message me for more details

𝗥𝗲𝘀𝘂𝗹𝘁𝘀
"𝘌𝘷𝘦𝘳𝘺 𝘱𝘰𝘴𝘵 𝘐 𝘮𝘢𝘬𝘦, 𝘐 𝘨𝘦𝘵 𝘢𝘯 𝘪𝘯𝘣𝘰𝘶𝘯𝘥 𝘭𝘦𝘢𝘥." - Rachel Brown, Physical Therapist Recruiter. 

𝗔𝗯𝗼𝘂𝘁:
10+ years in recruiting & sales, starting with cold calls, door to door telecom sales. I've been through the ringer in life and business, every mistake in the book, & bounced back each time. By the Grace of God, I went from orphaned to having my own wonderful family.

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

The most rewarding part of the business in 2025 for me?

Finally accomplishing something that always seemed out of reach.

Building a team. 

Mady Willcox started it. Pure tenacity, focus and intelligence to help put my brain to paper and delegate accordingly. 

Then she helped find, hire and train the incredible Li'l Kaye Salvatierra who has been an absolute game changer.

Riley Darfus leveled up BIG time. Podcast production, video clips, creating logos and banners and other designs, creating text posts. We're now 110 podcast episodes produced and expanding that service to clients.

Ross Mayfield joined up officially and went full tilt with DR after 4 years of working together and him supporting our community. 

Now he runs the Digital Recruiter Academy + being our "LinkedIn Coordinator" with his vast experiences writing 1000s of posts and messages.

Keely Flood supporting on the sales coaching side for our clients and introducing people to Digital Recruiter. 

Cristina Rexach helping me figure this out for a couple of years.

This Thanksgiving, I am grateful to have a weekend where I can decompress, recharge, and know that everyone is rowing the boat in the same direction.

...and by decompress I mean wrangling in our 2.5 and 9 month old boys who like to moonlight as hyenas. 

Grateful to have dream clients. Seriously, it's unmatched with the commitment level people bring to the table to make this work. 

This industry is not easy, but it can be extremely rewarding. 

Looking back on the days where I had no family, no money to my name due to my own failures, and a fairly bleak reality, I'll never take a second of this current setup for granted.

My hope for you is you get to enjoy some good food, some football, most importantly some family. 

Cheers 🥂

JSESSIONID

li_at

Sales Navigator

Recruiter @ Digital Recruiter Talent Group || Clinical Research || Bio Tech || Healthcare || Sales || Behavioral Medicine || Engineering

Media Manager & Video Editor at Digital Recruiter

Getting Clients For Recruiters & Consultants on LinkedIn | Outreach & Content | Hunting New Logos | Tracking Results | Director of Customer Success @ Digital Recruiter

Helping recruiting firm owners install scalable outbound systems. Inside your CRM, with your team, using proven processes. Not fluff. Not outsourced spam. Not lead gen that burns your brand.

Helping Solopreneurs & Small Teams Scale Faster with AI & Automation Driven Solutions | Content Creation | Streamlined Operations | Predictable Growth

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

Your reminder on how many people post on LinkedIn weekly.

👇 

Less than 1%
There might noise on YOUR feed.

Not your hiring manager's.

Get to posting good, relevant content 

Unfollow people that complain or aren’t relevant to you.

Reach put to 50 people per day.

Follow up. 

Never stop.

"I've gained 1000 new followers already (under 2 weeks)...I am so all in on this approach" This stopped me in my tracks yesterday in our Digital Recruiter Academy Call. 

Again, this recruiter has been in the program for less than 2 weeks.

And you know likes and followers aren't the main thing we care about. 

BUT - to generate that type of buzz around content that resonates with your ICP.

And have them follow you at that level?

Huge before and after.

Now she has a flood of potential clients and candidates that know who she is. 

She's on the radar.

She just has to stay with it. 

It's all about the "small wins" as my friend Keely Flood says. 

Those build up to the big ones. 

Add in the first placement she locked up as a new agency owner (all her work, this was pre Digital Recruiter). 

And she's off and running with some fantastic momentum.

Who says the holiday season needs to slow down?

The name of the game on this one was nothing flashy…

Consistency.

Start showing up on LinkedIn.

Keep showing up.

Don’t stress about likes. 

Focus on the pain points in the market, 

Just keep it going.

The right people notice if you give them quality content consistently.

Thanks to my good friend Benjamin Mena for inviting me yet again to speak at his epic summits. 

It's free and the best in the game. Make sure to sign up to get your 2026 off to the right start.

As everyone is going more towards "CHECK OUT MY AI WORKSHOP BOOTCAMP, WE ARE THE EXPERT"

...we've noticed what works with Digital Recruiters...

Staying consistent.

Finding areas to be more human. Knowing where people are relying on AI, so where can we leverage that to our advantage.

-Knowing how to have authentic conversations
-Seeking to understand your market first.
-Quality content that resonates
-Finding the line of always using automation, but not being spammy
-Ways to incorporate AI to speed up your workflow, but not ruin your brand

This is how you get GREAT clients (remember, clients aren't clients until they pay an invoice, looking at you contingent signed paper work warriors). 

That's the goal right? 

No awkward calls booked from a lead gen company. 

No being desperate to work on any calls.

Do outreach and content the right away, and watch your BD worries melt away in 2026.

Need to hire? We can help! - Headhunter - Managing Partner

𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗹𝗲𝘃𝗲𝗹 𝘂𝗽 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗴𝗮𝗺𝗲 𝗶𝗻 𝟮𝟬𝟮𝟱?

Recruiting never slows down. If you want to build a bigger book and stronger relationships, you need fresh tactics and the right network.

That’s why I’m thrilled to announce that Clark Willcox will be sharing his expertise at our Sales & BD Summit this January. This summit will show you:

How to fill your pipeline with high‑quality leads and bill more
Proven outreach and negotiation strategies that convert
Ways to use AI tools and automation to save time without losing the human touch
The mindset shifts needed to create repeat business and referrals
 
The summit is packed with actionable playbooks from 30+ industry leaders who will help you hit the ground running in Q1. Live sessions are FREE, with options to upgrade for replays and deeper learning.

Building strong professional networks and relationships is one of the most effective ways to find new opportunities and accelerate your career. 

Don’t miss the chance to learn from the best and connect with other driven recruiters.

Join us and set yourself up for success in 2025!

👉 𝗥𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗻𝗼𝘄 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗦𝗮𝗹𝗲𝘀 & 𝗕𝗗 𝗦𝘂𝗺𝗺𝗶𝘁 – 𝘀𝗽𝗼𝘁𝘀 𝗮𝗿𝗲 𝗹𝗶𝗺𝗶𝘁𝗲𝗱

https://lnkd.in/erupSzN5

Funny thing happened when I switched up my messaging to relate to more strategic thinking founders.

My Q4 became busier than ever.

More people signing up now. Not waiting to lock down working with the Digital Recruiter team.

Because they know it's not a "does LinkedIn work?"

It's a "I know it works, I just need the right marketing partner to help me strategize and execute." 

Big lesson in there.

Your daily reminder that the posts that drive the most revenue are NOT the ones they get the most likes. 

What you’re looking for is the like-to-impression ratio.

100 likes and 800 impressions? Congrats, you posted a selfie. 

9 likes and 3300 impressions? People are ready and learning something.

Maybe you’re “twisting the knife” on a hiring pain pint but they won’t like it.

LinkedIn is full of lurkers. You age to be able to identify when you’re effective for revenue 

The feel good posts might get likes 

But it’s that all you’re bringing to the table…

Your market isn’t showing why you’re going to be a better agency than their current one. 

Unless all they need is someone they like.

Might capture a bit of the market, but not all that’s available to you. 

Happy posting

Paul Champaneria was a SaaS founder watching his recruiters lose time to manual dialing, low connection rates, and tools that were never built for staffing.

So he built his own.

Other companies saw how well it worked and asked for help, which led to a staffing firm and eventually to Call Mantra.

I first learned about Call Mantra through working with his team at Expert Hiring and seeing how it changed their workflow made it clear why they rely on it so heavily.

The early years were not easy. Paul knew nothing about staffing and struggled to hire the right people. Once he built the right team, everything shifted. Retention went up, referrals increased, and he doubled down on giving recruiters every tool they needed to succeed.

Call Mantra grew from that mindset.

Higher connection rates.

Real time spam monitoring.

Deep ATS integration.

AI summaries that make submittals faster and cleaner.

And the episode takes a turn at the end that recruiters need to hear. Paul explains what his R and D team is building right now, not five years from now. AI tools that will clone your voice, speak like you, screen candidates, create summaries, and update your ATS automatically. 

The kind of tech that will make manual recruiting disappear.

Agencies that adapt will scale, and agencies that resist will fall behind.

This episode lays out where the industry is heading.

Listen now:
YouTube: https://bit.ly/3KkcpPL
Spotify: https://bit.ly/44dV3KY
Apple: https://bit.ly/3XD9Hrz

Open article: Digital Recruiter Podcast by bit.ly

"I KNOW that post was about me" 

Words from a prospective call last week. The thing is...

It wasn't our first call.

That was back in September.

Right after he gets swamped with searches. 

Ends up closing a couple hundred thousand and change on fees.

Time well spent right?

Yes, but...

In that time he could have had his biz dev engine built by our team. 

And as he is wrapping up the latest big wave.

The engine would have kept that momentum going.

Not to mention it would help him find a few of these candidates MUCH faster and freed up crucial time for him.

All good though. I get why agency owners think they can wait to install a BD engine.

Here's what to remember

1) You always get more when you have enough. When you're chasing is when things get way harder.

2) If you get swamped with leads...that's when you can actually walk away from business and/or raise fees or have the confidence to push more retained searches. 

AKA, nothing bad happens when you have an expert install and run a true BD engine.

That makes you look good, daily, in front of your market. 

(Yes, he joined and we're getting after it starting this week)

I was reminded today of one of my favorite things about retained search firms getting into cold outreach. 

"Cold email didn't work"

"LinkedIn automation didn't work"

Let me guess.

You are used to building relationships, getting referrals, gaining trust, etc before getting clients right?

Yes.

And so now, you're reaching out to people that don't know you at all, and wondering why pitching yourself in 3-5 messages about how you recruit in a special manner and saying it doesn't work?

Yes.

So the thing that gets you these great clients and fees upfront, you're not replicating any bit of that to people that don't know you.

You have zero leverage.
You have zero authority outside of the people that know you offline.

But now, you're competing with ALL the other recruiting agencies your market comes into contact with.

There is no shield and status.

...Until you earn it.

And that's done with marketing + strategic digital network building.

There's a reason we aren't "lead gen"

Because lead gen approach is useless in an industry where relationships are paramount.

And people are the product. And people are volatile.

Look for ways to reduce that friction. To get people to buy into you.

No, they won't do it because you say you're the best.

You have to 𝘴𝘩𝘰𝘸 them why you're the best.

And do that over and over again.

You can have the niche. You can have the money. But if you don't have this, we won't work with you. 

It's the reason I see recruiters and other consultants struggle with fulfillment.

And the reason for the "You spend 80% of your time on the least profitable customers."

The word?

Compatibility. 

For instance, if someone is looking for a guarantee about LinkedIn "working for them"

When their market is on LinkedIn.

-Their profile looks like a resume.
-They've never posted.
-They aren't doing daily outreach.

They are focused on the wrong thing.

And they aren't ready to invest into this.

Because the question isn't "will this work?"

It's "what am I losing from not being out there, every day, right now?"

That has to be the level you're at.

Then it's about "OK, how do I vet the right company to help me leverage my brand and experience."

If that's the question you're asking, I know we'll be the answer to that question 10/10 times.

*Well, if you're legit and not looking for someone to give you permission to post selfies all the time.

Best practices for running automation and content on holiday weeks.
after doing this for nearly 6 years. 

1. Keep running campaigns. Turn it off on the holiday day. That's when no one believes you're working. But run it the days outside of that.
2. It's a great to test new audiences. 
3. Don't assume people aren't on here. Sometimes it's the one time they get a break, they engage with family for a bit, then what? On their phone. 𝘛𝘩𝘪𝘴 𝘪𝘴 𝘦𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘭𝘺 𝘢 𝘨𝘳𝘦𝘢𝘵 𝘸𝘦𝘦𝘬 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘵𝘩𝘰𝘴𝘦 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘵𝘩𝘢𝘵 𝘢𝘳𝘦𝘯'𝘵 𝘢𝘭𝘸𝘢𝘺𝘴 𝘢𝘤𝘵𝘪𝘷𝘦.

70% of linkedin users in 2025 are on mobile according to my chat gpt research. Keep that in mind. 

^^ also a good note as to what I space out posts the way I do. It's easier to read.

Yes, your impressions will go down most likely with content. Share the gratitude post, etc. 

But again, even 100, 500 or 1k impressions by your ideal prospect, could turn into a lead.

Just because other people take their gas completely off the pedal, doesn't mean you need too.

With 1-2 hours of work you can still be prospecting and marketing, and still getting fat on turkey, stuffing and pie. 

🦃

When you have your top of funnel BD going non stop, it feels like "Me, Myself & Irene"

You never know which personality you'll get on a given interaction.

Current client - "Hey! I have a referral for you" and proceeds to tell them all about the great work you do.

New connection - "Hey, great to connect, seeing your stuff, I'd love to learn more" 

New connection - "I'm not interested in services" - yet you never pitched services

Prospect - "Yes! Let's meet up for coffee. I love meeting up around this time of year and catching up with folks."

Current Client - "How do we level up and do more work together this year"

25 ish unread messages to get back to in the inbox today 

150 other people I reached out to this week - *Crickets

What's the lesson in all this?

Have a system.

Dial in your approach.

Never stop.

Go with the flow. 

Don't bend your principles for anyone.

The conversations on the Digital Recruiter Podcast this year were honest, thoughtful, and full of real lessons from people who have actually built things, failed, pivoted, and figured it out along the way.

I’m grateful for the guests who shared their stories, and for the listeners who tuned in every week and sent messages about how an episode helped them think differently about their career or business.

As we close out the year, we’re re-releasing some of our most listened to episodes, starting with my conversation with Joe Sebok, "Seebs" ♠️♥️.

Joe’s career journey is a powerful example of reinvention. 

From playing on televised World Series of Poker tables during the poker boom, to running a media company, to rebuilding after the online poker industry collapsed in 2011 and finding his way into recruiting.

In our conversation, we talk about reading people, managing risk, knowing when to go all in, and why avoiding the actual work is where so many recruiters fall short.

This year reinforced why I started the podcast in the first place, to have real conversations about recruiting, work, and the decisions that shape our careers.

Thank you to everyone who listened, shared an episode, or reached out this year.

More to come in the new year.

YouTube: https://lnkd.in/gdSDEUWr
Spotify: https://lnkd.in/gaJsFdS9
Apple: https://lnkd.in/gUj8gy8y

Open article: Digital Recruiter Podcast by tinyurl.com

Of all tech, ai, automation, etc. Here's the thing you can fix today that will have immediate ROI opportunity...

Your LinkedIn profile. 

Headline and about section.

Then featured.

Of course, you fill that out more with relevant, good content, but the starting point of your headline, about section, banner and profile picture puts you in the game.

What to put for words?

Demonstrate your competence first. 

Not just using it as a resume.

Companies want to work with recruiters who know how to win.

Not just the ones that "care more," since everyone says that.

So show that you're competent, then they'll care that you care.

Marcus Quigley never dreamed of being a recruiter and as he puts it, nobody does.

He was in lending, trying to sell products he didn’t believe in, until a mentor pulled him into recruiting and he realized he actually loved the work, helping people, solving problems, building relationships.

He spent five years running a full desk, learning everything the hard way.

Then he went out on his own… and got crushed.

Wrong timing.

No process.

Spray-and-pray outreach.

Down to his last $4–5k, he even took a loan against his 401(k) just to take desperation out of the room but once he slowed down and rebuilt things the right way, everything changed.

He popped six placements in a month. And after doing just one deal last November, he’s already passed 20 this year.

He found his lane in legal recruiting, direct, decisive, no gray area, exactly how he works.

He vets deeply, tells the truth even when it costs him money, and walks away from clients who don’t respect the process.

And behind all of that is something he shared openly: he recently lost his dad.

After losing his dad, Marcus began showing up with a different level of purpose, in his life, his relationships, and his business.

It’s why he leads with integrity, why he chooses kindness, and why he does the right thing even when it’s hard.

His message is simple: You don’t need ego or urgency to win, just honesty, consistency, and doing the right thing for the long term.

Listen now:
YouTube: https://lnkd.in/e9F3EPtH
Spotify:  https://lnkd.in/eSuVCt3K
Apple: https://lnkd.in/edETtFvK

podcasts.apple.com

Digital Recruiter Podcast

Legal Recruiter | Founder @ Recruitify | Helping law firms hire the right talent | Marcus@RecruitifyUSA.com | 949-966-1932

Thank you to everyone who extended their Cyber Monday deal for my own benefit, just in case I missed out!

Black Friday Deal! No wait, Cyber Monday! Just kidding, this one's free.

Digital Recruiter Academy has switched over to Skool the day before Thanksgiving.

I know, genius level on my end when no one wants to check their email.

Any way, there's a cool feature for a 7 day free trial. So I turned that thing on.

Outreach + Automation call at 12pm EST today.

The legendary Content workshop on Thursday hosted by Ross Mayfield.

Access to most of trainings we have that have helped recruiters make a ton of placements (I'll remove the random number thrown out there), buy back their time and have hiring managers genuinely excited to work with them.

Also how to use this system to get way more quality candidates in less time, without relying on InMails. 

Check it out: 

https://lnkd.in/e8YhxCnH

skool.com

Digital Recruiter Academy

5,547% content growth 🤣

This feedback is exactly how effective marketing works. 

Immediately better conversions with people you want to be engaging with. 

If you want in, free one week trial. Content workshop later today.

Gotta put in the work like this academy member did but we are here to help. 

Link in my profile and featured section.

graphical user interface, text, application

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The Battle

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Clark Willcox

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The Battle

Ralph Clotaire

Clark Willcox

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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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