Indo Search

100% fill rate on search with MedTech, and HealthTech Organisations. 
90% + vacancy fill rate on Contingent Assignments
92% have stayed in their roles over 24 months

* Regulatory Affairs / Quality / Clinical Research
* Commercial – including Sales/Marketing/Market Access
* Product Management
* Compliance & Risk
* Clinical & Medical Affairs – including Chief Medical Officer / Medical Director
* Leadership – including C-Suite & Director
* Change & Transformation
* Operations – including Finance/HR/Recruitment

Co-Founder

Practicus

Our mission is to help people navigate change.
Recruiting Change and Transformation consultants mainly in the Life Science and Healthcare space including the NHS

Principal Consultant

Gleeson Recruitment Group

Managed Finance Team for Thames Valley/South of England

Business Development Director

JWS Resources Ltd.

Management of Employee Benefits & HealthTech recruitment business with a broad range of clients including SMEs, Scale-Ups/Start-Ups and Large Enterprises

Associate Director

Business Manager

Regulatory Professionals

Regulatory Professionals focus on providing staffing solutions with Life Science organisations. As part of the Clinical Professionals Group we aim to offer candidates the most accurate and informed advice on careers within Regulatory Affairs. 

Took on the task to help turnaround the division's fortunes into a profitable business unit with influence over a new brand and identity in a competitive marketplace.

Project Resource Ltd

Joined a few months after Project Resource was established working closly with Directors to help grow market presence in the Commercial/QS recruitment market in the UK. My time at Project Resource was a fulfilling and enjoyable one that taught me the value of building internal and external relationships and how much I enjoy making a positive impact on someone's career.  Went on to be the top performing consultant over my time there while also coaching/growing teams to give clients and candidates the best of our market knowledge and recruitment experience.

Recruitment Consultant through to Manager

Huxley Associates

Recruitment Consultant

The Courier

Telesales Executive

How We Helped a High-Growth MedTech Company Fill Critical Positions and Launch Their Cutting-Edge Product…
This company aimed for rapid growth and substantial investment, requiring them to fill critical positions in technical and commercial roles.

They were seeking out seasoned professionals who could guide their product launch and maintain their competitive edge.

Despite their urgent need to fill positions, the company's recruitment team was having difficulty keeping pace with the volume of open roles.

This bottleneck risked delaying the release of their cutting-edge medical device, jeopardizing the company's ability to generate revenue from their investments.

By leveraging our expertise, the company successfully streamlined their hiring process and made more informed decisions, achieving a 100% acceptance rate for initial job offers.

Moreover, our team provided valuable input on clinical research and regulatory approval strategies, as well as sales and marketing efforts to support the global launch of their product.

We are proud to have filled all 17 vacancies for the company, including key roles such as…
> Multiple Regulatory Affairs professionals including Labelling, Pre and Post Market
 
> Multiple Sales and Marketing hires.

> Head of Clinical/Medical Director to work closely with their CMO Co-Founder

> Head of Quality to facilitate the company's US FDA approval process.

One of our unique strengths is our ability to create immersive digital job descriptions that effectively highlight the company's strengths and unique selling points, setting them apart from their competitors.

They’ve been highly effective in generating more interest resulting in a larger pool of applicants and real-time market analysis.

Ridda Michail

Sam Miller

We help Recruiters Build their brand and get more Clients and Candidates Approaching Them. 👉 New Training: The Inbound Academy - Message me for more details 🚀 £3.5 Million Generated for Clients 🚀

Recruiters Business Owners 
If you have 5000+ connections on LinkedIn
You could be winning IMMEDIATE business




A lot of recruiters don't think twice about their connections on LinkedIn

But the truth is your connections arn't just a number

They’re filled with dormant business relationships waiting to be rekindled.

Think about it...

Those hundreds of coffee meetings you've had over the years? They're still connected to you.

The clients you worked with 2-3 years ago? They're still following your updates.

Those fantastic candidates who weren't quite ready to move? They're still watching your content.

The problem is, that most recruiters aren't leveraging this effectively.

They're posting sporadically, with no real strategy or purpose.

I'm here to change that

If you're ready to start utilising your network on LinkedIn 

Then come and try out our free trial...

We’ll write you two world-class pieces of content designed to get maximum engagement in your niche 

Here are some results recruiters have had on our free trial: 

- Won $30K worth of business (Money in the bank 2 months later) 
- Hundreds of thousands of impressions 
- More warm conversations with decision-makers and candidates 

Just from TWO posts. 

Oh and let me say this again….It's FREE! 

Interested? 

Check out the featured section below or visit our visit!

Director

▶︎HERE'S WHAT WE DO: I help Companies Struggling to Stand Out In A Competitive Market By helping them To Be Seen by More Customers And Speak to More Decision Makers



I interviewed a recruiter who's billing $1.5 Million
She's a MASTER at candidate led BD
Here are 6 questions she will use to gather leads





1. Where they’ve been interviewing
Ask: “Have you been speaking with any companies recently?” This tells you who’s hiring 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸 — and you already know the salary range, job level, and urgency. This is one of the easiest BD follow-ups you’ll ever get.

2. Companies they know personally
Ask: “Who’s the best manager or colleague you’ve ever worked with?” You’ll get warm names, credible referrals, and instant context. It’s 10x easier to BD a company when the intro comes from someone they trust.

3. Who’s actually hiring
Forget the job boards. Candidates hear about team moves, internal approvals, and hiring plans long before anything goes public. Ask open questions like: “Which companies seem to be growing right now?”

4. Who’s just raised funding
Funding = headcount. Most candidates hear this 𝘣𝘦𝘧𝘰𝘳𝘦 the announcement hits LinkedIn. A simple: “Have you seen any companies in your space raise or expand recently?” opens doors quickly.

5. Who’s building a team
Re-orgs. New products. New leadership. Candidates notice this stuff instantly because it affects their day-to-day. Ask: “Are you seeing any companies gearing up for something big?”

6. Who they’ve worked with (your silent BD weapon)
This one is gold. Ask: “Who’s the most impressive person you’ve ever worked for?” Then message that person: “Your name came up in a conversation today…” Warm → credible → natural → 𝘦𝘢𝘴𝘺 𝘉𝘋 𝘸𝘪𝘯.


<FULL PODCAST IN THE COMMENTS BELOW>

LinkedIn

JSESSIONID

LinkedIn: Log In or Sign Up

li_at

We Interview the top 1% of recruiters and share their PROVEN strategies to Win More Placements. 100+ episodes with top billers: from $500k to $2.5 Million producers.

I interviewed a recruiter who's billing $789,000
He kept losing candidates at every stage of the process 
Now he uses a framework called ARPO....




Randy kept running into the same painful problems:

- Candidates went dark, 
- processes fell apart, 
- clients were blindsided
- offers slipped through, 
And he had zero control or visibility over what was actually happening in the pipeline.

Then he started using a framework called ARPO. 

Activity → Rank → Process → Offer.

1. Activity
Where is the candidate actually active?
Who have they spoken with?
What roles are they exploring?
Most recruiters skip this and operate on guesswork. You can’t run a desk on vibes.

2. Rank
Where does your opportunity sit compared to everything else they’re interviewing for?
1st? 3rd? Not even on the podium?
If you don’t know the rank, you don’t know the risk.

3. Process
What stage are they at elsewhere?
Do they have a second interview tomorrow?
Is another company about to issue an offer?
Process gives you foresight — not surprises.

4. Offer
What’s their bottom line?
What offers are they holding?
What would they accept today?


You don’t lose candidates at the offer stage. 
You lose them at the information stage.

When you don’t know what they’re doing, what they’re comparing you to, or what they’re holding… you’re not running a process — you’re reacting to it.

<FULL PODCAST IN THE COMMENTS BELOW>

I interviewed a recruiter billing $1,000,000 
His most successful BD method is pitching an MPC
Here's the EXACT email strategy he uses....




*******EMAIL**********

Hi <Name>,

I just wrapped up a search with <well-known competitor> in your space, and it led me to an exceptional Tax Manager you may want to be aware of:

• Big Four trained with 6+ years specialising in <X>
• Strong communicator, has led cross-functional reviews and partnered directly with senior leadership
• Deep experience in <specific technical area> that aligns closely with your structure
• Open to discreet conversations due to <career trigger>
  
If this is even remotely relevant, happy to share more context and advise whether there's a fit here.

Even if timing isn't right, I know this market better than anyone, worth a quick chat. 

Best,
Steve



*******WHY this works********

1. Social Proof
“I just wrapped up a search with <competitor>…”
• Instantly builds credibility.
• Shows you work in 𝘵𝘩𝘦𝘪𝘳 niche.

2. Value-First Framing
“…led me to an exceptional Tax Manager…”
• Shifts from “I want something” to “I have something for you.”
• Creates curiosity.

3. High-Impact Bullets
• Big Four → instant quality signal.
• Strong communicator → solves the biggest gap in tax talent.
• Relevant technical depth → proves the outreach is personalised.
• Clear movement trigger → makes the candidate feel legitimate + timely.

4. Low-Pressure CTA
“If this is even remotely relevant…”
• Easy to reply.
• Removes expectation.

5. Advisory Positioning
“…happy to advise whether there’s a fit.”
• You’re the expert, not a salesperson.

6. Future-Proofing
“Even if timing isn’t right… worth a quick touchpoint.”
• Neutralises the “we’re not hiring” objection.
• Keeps the door open long-term.


<FULL PODCAST IN THE COMMENTS BELOW>

I interviewed a Recruiter who's billing £1,000,000
He lost 90% of his contract book overnight (35K a week)
Here 7 lessons he learned building back to £1M

Lessons from a $1,000,000 biller

I interviewed a recruiter billing $2 million 
Here's one BD tactic that SKYROCKETED his billings: 
Asking for warm introductions....




Yep
Instead, constantly chasing new clients 
He went back to warm clients and asked for introductions. 

His approach was simple:
• Only ask people who trust you 
• Only ask after you’ve delivered real value 
• Frame it as helping 𝘵𝘩𝘦𝘪𝘳 network, not helping yourself

One question did most of the work:
“Are you still in touch with anyone at your last company who’s hiring?
I’d love to replicate the success we’ve had together and help them the same way.”

That alone landed him multiple new clients in a single week.

He also asked candidates the same way:

“Who would you recommend I speak to from your last team?”
Those names turned into meetings. 
Those meetings turned into retained relationships.

The key detail most recruiters miss:
He didn’t send long paragraphs. 
He didn’t over-explain. 
He didn’t pitch.
He simply said:

“I’d love to replicate the success we’ve had together and help them the same way.”

If you’re doing good work and 𝘯𝘰𝘵 asking for introductions, you’re rebuilding pipelines from scratch that already exist.

And that’s one of the most expensive BD mistakes you can make.

<FULL PODCAST IN THE COMMENTS BELOW>

I spoke to a recruiter who's billing $1 million 
But guess what? He got into recruitment at 35 years old
And his first company fired him for low billings! 






Here's what happened: 

Brendon got into recruitment at 35 years old

Q1:
$0 billed.

Q2:
$65,000 billed.

The agency let him go.

He had only been in recruitment six months.
He was 36, new to the industry, and suddenly unemployed right as the world was spiraling into a pandemic.

For most people at that age, being fired from a new career would have shattered their confidence.

But Brendan had two things most people didn’t:

1. A low ego
2. A lifetime of setbacks behind him
   
He had been broke growing up. 
He had run his own business. 
He had cold-called in insurance until his soul hurt.

Getting fired wasn’t his breaking point; it was just another chapter.

The moment he got fired, he didn’t sit around. 

He immediately reached out to the owner of a company called 𝗝𝗼𝗯𝗯𝗼𝘁. 

He messaged the owner (Heidi) directly:
“I don’t meet your hiring criteria, but if you give me a shot, I’ll work commission-only. No base, no benefits. I’ll prove myself.”
She refused the commission-only idea but she 𝗱𝗶𝗱 offer him a very junior role at the lowest pay level.

Most mid-30s candidates would consider that a step back.
Brendan saw it as a lifeline.

He took it.

In those first 6 months at his new company, he billed:
$650,000

His second year?
$1.2M personal desk

He's now a topbiller at the company and has billed £1,000,000+ for 5 years in a row 

And that, my friends, is the power of running through the shit we call life
And not giving up when things get tough
What a legend. 




<FULL PODCAST IN THE COMMENTS BELOW>

This recruiter was burnt out working 7:00am to 7:00pm
Now he runs a $1,000,000 lifestyle business 
And travels 6 times a year with his family....



Pri used to work the way most recruiters do:

Long days.
Long nights.
7am–7pm as standard.
Lists built on the sofa while “watching TV” with his family.
No space in his calendar.
No room to think.
Just constant output.

It looked like success.
But it didn’t feel like it.

At some point, Pri made a decision:

He didn’t want a bigger business 
he wanted a better life.

That meant stripping recruitment back to its essentials
and rebuilding it around balance, time and energy.

Here’s what his workday looks like now:

• Starts at 10–11am
• Devotional time + Peloton before any work
• Wraps by 5/5:30pm
• No delivery for 6+ years
• Only does BD calls + coaching calls
• Six trips a year with his family
• Real weekends and real evenings
• Time to think, not just react

Same industry.
Same market.
Same skillset.

The only thing that changed was the intention:

He designed his business around his life 
not the other way around.

<FULL PODCAST IN THE COMMENTS BELOW>

You know what, I want to take a moment to celebrate all the recruiters who have made it through 2025 and showed strength of character...




Marcus Aurelius, one of the greatest Roman emperors and a philosopher who wrote 𝘔𝘦𝘥𝘪𝘵𝘢𝘵𝘪𝘰𝘯𝘴 while leading an empire through war, disease, and chaos, once said:
 
“The impediment to action advances action. What stands in the way becomes the way.”
 
In other words:  

Challenges aren’t detours.  
They 𝘢𝘳𝘦 the path.  
They forge resilience, sharpen discipline, and reveal who we really are when things stop being easy.
 
And that’s exactly what this year looked like.
 
Every rejection strengthened your resilience.  
Every failed search sharpened your judgement.  
Every tough conversation refines your craft.
 
If you hold this mindset and truly believe it
You will be unstoppable in 2026

Recruiters, if you're NOT spending 30 mins a day on BD, you don't need a new tool, or a swanky AI Software, you need to work on your mindset...

I interviewed a recruiter who's billing $1,000,000 
And guess what? He started recruitment at 35 years old! 
He was working alongside people half his age



An average mindset would have framed the situation like this...

- Why am I working alongside people half my age? 
- This is embarrassing
- I should just go back to what I know 
- This is going to be too hard


Here's how he framed the situation....

- I'm grateful for the opportunity 
- I'm going to work my ass off 
- I know if I put the work in, I will succeed 
- This could change my family's life 
- I will do ANYTHING to make this work 


Now he's one of the top billers in the entire company 
And he's hit $1,000,000 for 5 years in a row 
His life is unrecognizable from when he started 

Great reminder for recruiters
If he can rewrite his entire life at 35… What’s stopping you from rewriting yours 𝘵𝘰𝘥𝘢𝘺?

<FULL PODCAST IN THE COMMENTS BELOW>

We had ANOTHER client sign up 2 weeks ago
She was the only recruiter in her team winning business
We wrote 4 posts for her. 118,000 impressions





She's a recruitment business owner

Has a team of 5

But she's the only one bringing in new business

The exact words she told us in the sales call:
"I'm basically supporting my family and five other families; it's a lot of pressure, I need another way to win new business."

We told her the truth....

We don't know if we'll be a good fit yet, but we have a brilliant track record, so let's bring you through the free trial, write you 2 posts, and see what happens...

4 posts later......118,000 impressions
DOZENS of decision makers liking her content
One high-value candidate reaching out (who she can MPC straight away)

She's a client now

She sees the power of targeted content 

We've only been working together for 2 weeks

But it's a bloody good start

If you're a recruitment business owner and want to start generating new business through content

Come and try our 2-week free trial

Let us write you 2 posts 

See the results for yourself 

Link in the comments below...

I interviewed a recruiter billing $1,000,000
He uses NLP every day to program his mind for success 
Here's the EXACT routine he uses (Try it yourself!)



When tactics stop working, most people add more tactics. 

Chris Schwenk did the opposite.

Revenue was inconsistent. Stress was rising. Decision-making started feeling heavier. And the goals he knew he 𝘴𝘩𝘰𝘶𝘭𝘥 be hitting… felt further away than they should have been.

So instead of adding new hacks, he made a different move:

He went inward.

Initially, he thought NLP and guided meditations were “woo-woo”.

But the more he looked at his own patterns, the more obvious it became:

He didn’t need another tactic. He needed to rewire the beliefs those tactics were sitting on.

A mentor told him:
“Your brain wants safety, not success. If you don’t consciously reprogram it, it will keep pulling you back to what feels familiar.”

So he gave it a real shot and booked a session with a high-level performance coach who’d worked with entrepreneurs like Sam Ovens. (if you know...you know) 

How he built his personalised NLP script
People think this part is complicated. It’s not.
1. He completed a detailed prompt 
The prompt asked about:
• His goals
• His financial targets
• His ideal lifestyle
• The person he wanted to become

2. He fed it all into AI The AI turned it into a guided NLP script written specifically for him.

3. Instead of recording it himself, he hired a voice actor on Fiverr 
He chose someone with a calm, grounded tone
Then had them record the full script with meditation-style backing music.
This gave him a 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭 personalised hypnosis-style track he could listen to every day.

His daily routine
This is where the results came from.
He didn’t treat it like a one-off experiment. He treated it like mental training:
• Every morning or night: He listens to his personalised NLP audio (20–50 minutes).
• During the day: If he feels stress creeping in, he pauses and listens again.
• When he can’t sleep: He puts on the script instead of tossing and turning.
• In “dead time” moments: Even in the stairwell in his building, he listens — using those quiet pockets to reinforce the future identity he’s building.


What changed
Very quickly, he noticed:
• More calm decision-making
• Faster recovery from setbacks
• Less emotional volatility
• Clearer goals
• A stronger sense of certainty
• A shift from “force” to “flow”

And the biggest one:
BD is now back to where it used ot be. 


<FULL PODCAST IN THE COMMENTS BELOW>

Tech Recruiter & Career Coach | IT Staff Aug & Headhunter for Fast-Growing Companies | Host @Tech Jobber Podcast (DM to Guest)

This recruiter came through our free trial 
Then he signed up as a client 
Now he's won $200K worth of business





Don't take my word for it, check out the insane testimonial he gave us...
Click on the link in the comments below 
Scroll down to the bottom of the page 
Look at the first testimonial labelled GARRY. 

How did we get Garry such insane results? 

Simple process: 

> Deep dive into his niche 
> Understand pains and desires 
> Post BRILLIANT content (3.4 Million Impressions on his account) 
> Clients and candidates see content and reach out

I'm oversimplifying it
But fundamentally, that's the process

And you know what's insane? 
Before Garry even spent a penny, we invited him into our free trial 
And he was able to test our process FOR FREE 
He saw the potential 
Signed up as a client 
And now he's secured $200K (That's money in the bank) 

If you're a recruitment business owner and you want to see results like Garry 

Check out our free trial 
Link in the comments below

I interviewed a recruiter who's billing $1.2 million
His most consistent wins have come from MPC campaigns 
Here's how he selects great MPCs that land deals





A lot of recruiters pick the wrong MPC before they even start BD.

Not because they don’t work hard. 
But because they misunderstand what a 𝘨𝘳𝘦𝘢𝘵 MPC actually is.

Mike Williams summed it up perfectly:

A great MPC isn’t the best candidate. 
It’s the most placeable one.
That distinction changes everything.

A lot of recruiters can be misled by the candidate who has the biggest logos, or a BRILLIANT CV 

But they're not always the most commercially attractive. 

A placeable MPC is someone companies already want. 
Someone who can realistically be hired 𝘯𝘰𝘸. 
Someone who will accept an offer quickly, without persuasion.

Which is why the wrong MPCs show up over and over again.

The best MPCs tend to sit in a very specific sweet spot.

1. They’re clearly capable, not theoretical. 
There’s proof. 
Certifications. 
Metrics. 
Results you can’t argue with.

2. They’re affordable, usually underpaid for their market. 
You know it. They don’t. 
That gap makes hiring easy, fast, and defensible internally.

3. And most importantly, they’re urgent to move. 
Not bored. 
Not browsing.
Real pressure: A long commute. Burnout. Life changes. Stalled progression.

That’s what Mike listens for: pain.
There’s a simple test he uses that most recruiters skip:

Because recruitment isn’t about persuasion. 
It’s about getting people where they’re already going, faster.
That’s the hidden reason MPC works.

It gives you control. It replaces hoping with action. It creates movement when desks stall.
And it’s why, after 9 years, it’s still Mike’s default play.

<FULL PODCAST IN THE COMMENTS BELOW>

Recruiter: "Sam, I heard you'll write me 2 free posts?"
Me: "Yep, that's correct"
Recruiter: "What kind of results have others had?" 


Me: "Hold my beer...." 

- Hundreds of thosands of impressions 
- £30K worth of new business won 
- Multiple high value candidates reaching out 
- Multiple High value clients liking and engaging with the content


Recruiter "All that from 2 free posts"? 

Me: "yep" 

Recruiter "Whats the catch"? 

Me: "No catch, I'm trying to win your business, so if I prove to you that our system works, then I'm pretty confident you'll sign up as a client" 

Recruiter "Ok, cool. Lets do it" 

☝️

We're having conversations like this every single week 

And we've signed up DOZENS of clients in the last 6 months

If you're a recruitment business owner and you want to really start using LinkedIn as a pipeline generator

Then check out the link in the comments below

It's free - so you have nothing to lose and everything to gain

P.S only for recruitment business owners :)

I interviewed a recruiter who's billing $1.5 MIllion 
He uses a 7-step process on every sales call 
It's helped him close so many deals (Steal it below) 




Step 1: 
Open the call with the right tone, not the right line
Adam said 90% of the difference between the UK and US wasn’t the script.
It was tone.
In the UK, direct and blunt worked.
In the US, he had to sound warmer, calmer, and happier.
The goal here isn’t to pitch.
It’s to sound like someone worth listening to for 60 seconds.



Step 2: 
Lead with a problem menu (assume the problem exists)
He doesn’t ask, “Are you hiring?”
He says:
“People I speak to in your space usually struggle with one of three things…”
These aren’t generic problems.
They’re evergreen pains specific to that niche.
Then he asks:
“Which one causes you the biggest headache?”
The prospect chooses the direction of the call.


Step 3: 
Get painfully specific about the problem
This is where most recruiters rush.
Adam slows everything down.
If they say “we struggle to find people willing to travel,” he doesn’t accept that.
He asks:
– What kind of travel?
– How often?
– How long has this been happening?
Specifics create credibility.


Step 4: 
Stretch the real impact (not just inconvenience)
He doesn’t stop at “that’s annoying.”
He explores:
– Extra costs (flights, overtime, contractors)
– Burnout in the existing team
– Risk to service contracts
– Pressure on the owner personally
The prospect ends up explaining why this is hurting them.


Step 5: 
Reflect it back (don’t pitch yet)
He literally wraps it up and plays it back:
“You’ve told me this has been an issue for X time,
it’s costing you Y,
and it’s putting pressure on Z.”
This makes the prospect more aware of the problem 
And also reduces friction to book another call. 


Step 6: Ask the question most recruiters forget
“Is this a problem worth fixing?”
Adam said, " If you’ve done the earlier steps properly,
this question feels obvious.
If they hesitate, something earlier was rushed.


Step 7: 
Book the meeting as a continuation, not a sale
The meeting isn’t positioned as:
“Let me tell you about us.”
It’s:
“Let’s talk about how this could be fixed long-term.”
That shift is everything.

<FULL PODCAST IN THE COMMENTS BELOW>

Recruitment business owners 
You can use Content + Audio notes to win more business 
Here's one of my client's recent campaigns...




Posted 6 times in 4 weeks 
Racked up around 200,000 impressions 
Saw that 20 Decision makers had liked his posts
Sent audio messages to 14 of those decision makers 
5 responded
2 calls booked


2 calls might not sound like a lot
But these are both hiring managers from great companies
And they'll be coming into the call warm
Making the conversation smooth and pleasant

(It's now up to him to nurture that relationship and close the deal)  

If you want to build your pipeline 
And try this process out for FREE 
Check out the link in the comments below

P.S only for recruitment business owners

Last week, one of our recruitment clients had a high-level CRO reach out to him. Here's the exact topic we wrote about (And why it worked) 




Post topic...
When CRO's (Chief Revenue Officers) hire the wrong sales leader, it can take 9-24 months to figure out if they've made the right choice. If it's wrong, it can be extremely costly in terms of revenue and time. 


That's it. 

We turned that pain into a post

We optimised it for LinkedIn

It got 30,000 impressions (A lot of CRO's resonate with the same pain) 

He had one high-level CRO reach out to him and say: 
"Hey John, just saw your post, would be great to set up a call." 

And he had 3 other great CRO's like the post. (They'll be receiving audio notes as a follow-up) 

What's the lesson here? 

If you want high-value decision makers to notice your content, don’t create posts for everyone.

Create content that makes your ideal reader say: 
“Finally… someone actually gets what I deal with.”

Because the moment they feel understood, they lean in. They reply. They book calls.

Your job is simply to start the conversation.

If you're a recruitment business owner and you want to try this process out for FREE 

Check out the link in the comments below

taplio

The Battle

Ridda Michail

Sam Miller

Followers

Posts

Engagements

Likes

Performance ScoreSam Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Ridda Michail

Sam Miller

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);}Sam Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreSam Miller's LinkedIn Performance