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 $2.4 Million 
He makes a CLEAR distinction between these two things
A Placebale Candidate VS a Closeable Candidate...




Here’s where recruiters get caught out

They spend weeks selling a brilliant candidate to a client… 
Only to discover, at the offer stage, that the candidate:

• Was “just seeing what’s out there.”
• Was waiting for a counteroffer
• Had no real reason to leave
• Needed to interview everywhere before deciding
• Was never emotionally ready to move
  
Placeable candidates look great on paper. 
They’ve done the job. 
They interview well. 
Clients love them.

And yet… nothing happens.
Why? 
No Urgency to move. 

Closable candidates are different.
They don’t just 𝘧𝘪𝘵 the role, they’re actually prepared to leave what they’re doing now.

Great recruiters don’t just ask “𝘊𝘢𝘯 𝘺𝘰𝘶 𝘥𝘰 𝘵𝘩𝘪𝘴 𝘫𝘰𝘣?”

They ask things like:
• “What problem are you trying to solve by leaving?”
• “Could your current employer fix that?”
• “If the right offer was in front of you tomorrow, would you take it?”
• “What would stop you saying yes?”

Because placeability gets interviews. 
Closability gets offers accepted.

And clients don’t pay recruiters to run interviews.
They pay them to close.

Full Podcast in the comments below....

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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 $539K 
on average, he only works 6 hours a day 
Here are the 2 BD tactics he swears by....



1. MPC marketing via email and LinkedIn
2. Job-opening approach (pitching a candidate directly against an open role) 

He makes sure he does 10 new business activities every single day (50 a week) 

That's it...

No AI 
No Fancy Automation system 
No mass outreach

Just giving the clients what they want
Which is........ great candidates. 

With this simple formula
He's able to bill half a million dollars a year 
While only working 6 hours a day 

Its a fantastic reminder to every recruiter 

MASTER the fundamentals 

Because they will always work 
And they are simpilist path to making good money. 

<FULL PODCAST IN THE COMMENTS BELOW>

I spoke to a recruiter who was laid off in Jan 2024 
She sold her LA apartment and decided to travel the world
6 months later, she closed $200k of business...



Yep...

Laid off in Jan 2024 

6 months later...

• Running her own business 
• Traveling the world 
• Recruiting in a brand new market (legal) 
• Closed $200k of business (money in the bank) 
• Living life on her terms 
• Having the most mind-blowing experiences 


Why am I sharing this with you? 

Well its Jan 2026 

Which means whatever happened last year — good or bad — is now locked in.

What isn’t locked in is where you’ll be by mid-year.

This story is useful not because of the outcome, but because of the timeline.

Six months, done properly, is enough to rebuild momentum.

If she can do it....so can you. 

If you want the full story and some inspiration

Full podcast in the comments below.

I interviewed a recruiter who's billed $750K+ for 30 years straight! here are 4 questions he will ask candidates to get consistent HOT leads......



1. “Out of curiosity, where else are you interviewing at the moment?”
→ Identifies 3–6 companies that are actively hiring right now

2. “That’s helpful — was that direct, or through a recruiter?”
→ Tells you whether the company already pays fees (high-probability BD)

3. “And who did you actually speak with over there — hiring manager, HR, ops?”
→ Reveals the real decision-maker or buying influence

4. “Got it. And what triggered that hire — growth, a backfill, or something else?”
→ Explains urgency and hints at future roles coming behind it


Funny how some of the best BD tactics are the most simple. 

FULL PODCAST IN THE COMMENTS BELOW

I spoke to a recruiter who's billing $700K
She sends every prospect a LOOM video before the call
Her show-up rate is now 100%! Here's how it works...




I'm sure every single recruiter can relate...

You've managed to get a response from a new potential client
You book a meeting in a calendar 
And then NO SHOW.....


This recruiter has an ingenious strategy to make sure this never happens again 

12-24 hours before the meeting begins, she sends a Loom video to the prospect 

Here's what the video says...

“Hey [Name] — looking forward to our meeting.  
Based on what you shared about [role/problem], here are 1–2 thoughts on how I’d approach it. 
<Share thoughts> 
We’ll dig in properly on the call. See you at [time].”

Why it works 
It does three things instantly:

1. Signals respect for their time: You’re not “another vendor.” You did work before you got paid.
   
2. Creates micro-commitment: They’ve now engaged with you (even passively). Much harder to ghost.
   
3. Sets a serious tone: It quietly communicates, “This isn’t a random sales chat. This matters.”


Since implementing this strategy, Julia has had a 100% show rate with every new potential client call. 

Want more details? 

Check out the full podcast in the comments below.

This guy started a recruitment side hustle and billed $200K (while holding down a full-time SaaS job) 
Here's the numbers he did over a 4 year period




2021: $100k (while employed)
2022: $200k (while employed)
2023: $250k (first year full-time)
2025: $539k (Second year full-time)

Here’s the honest part that people need to hear, though...

In 2023 when Jeffrey Zabrin decided to go full-time into recruitment
he expected to do $400k in his first year. 

Double the amount of time so double the billings right?

Wrong. 

He only hit $250k. 

He was frustrated and extremely deflated

There was no overnight hockey stick growth that he was expecting to see

But he kept going....

What actually moved the needle from $250k → $539k+ wasn’t a new tool or market timing.

It was two very unsexy things.

1) Compounding niche momentum
After a few years in the same niche, something changes.
You stop “introducing yourself” and start becoming the person.
Clients come back. Candidates come back. Conversations get shorter. Trust is already there.

It doesn’t feel dramatic day-to-day…
But year-to-year, it compounds fast.

2) He deliberately upped outbound again
This is the part people miss.

Even with repeat clients, didn’t coast.
He consciously increased activity to around 10 new business touches per day.

Not spam.
Intentional outreach, every single day.

The takeaway?

Growth isn’t linear.
Quitting your job doesn’t guarantee a jump.
Momentum + consistent outbound beats motivation every time.

FULL PODCAST IN THE COMMENTS BELOW

I interviewed a recruiter who's billing £850K 
He uses CVs to gather market intelligence on companies
Then uses it in his pitch to win more clients... 




Most recruiters look at a CV and think:
“Can I place this person?”

He looks at a CV and asks something different:
“What does this tell me about the market?”

To Craig, a CV isn’t just a candidate profile.
It’s evidence.

A real-world map of how companies actually hire, not how job specs say they hire.

He doesn’t skim CVs.
He strips them line by line.

- Tech stack.
- Tools used.
- Versions.
- Environments.
- System scale.
- Team size.
- Reporting lines.
- Business context.

One CV is interesting.
Ten similar CVs is intelligence.

He groups them into patterns or “avatars”.

Think things like:
• Java engineers from tier-1 banks
• Quants moving from sell-side to buy-side
• Backend engineers jumping from scale-ups to hedge funds

Each group tells a story.

- Where companies really source talent from.
- Which backgrounds convert
- What’s considered a “safe” hire vs a risky one.

And here’s where it gets powerful.

When he speaks to clients, he doesn’t ask:
“So… what are you looking for?”

He already knows.

Instead, he says:
“Most teams like yours hire people who’ve done X, Y, and Z. Does that sound right?”

Clients feel understood.
They feel challenged (in a good way).
They feel like they're speaking to an expert. 

And that’s ONE reason why he bills what he does.

FULL PODCAST IN THE COMMENTS BELOW

I interviewed a recruiter who billed $1.8 Million
He uses a simple 3-2-1 commenting strategy to win clients on LinkedIn. Here's how it works...

I interviewed a recruiter who billed $1M in his second year of recruitment! And guess what? He worked on any role in any niche. As long as there was demand. 






Everyone tells recruiters the same thing:

“Pick a niche. Go an inch wide and a mile deep.”

One of the best billers I’ve spoken to recently didn’t do that.

He’s built multiple $1m+ years in recruitment
without locking himself into one vertical.

His rule is simple:

If there’s demand, I’ll work it.

What makes this work isn’t randomness, it’s fundamentals.

Once you’ve learned recruitment properly (especially in a hard market), you realise something:

Most roles boil down to the same question:

What problem is this hire meant to solve?

Sales, marketing, product, engineering, different languages, same mechanics.

Where people get this wrong is thinking “no niche” means “no focus”.

It doesn’t.

It means:
– following demand
– backing strong candidates
– not turning away good business because it’s “outside the lane”

Sometimes the most profitable niche…

…is demand itself.

FULL PODCAST IN THE COMMENTS BELOW

I spoke to a recruiter who billed $2.4 Million 
He places Internal talent acquisition for free 
So he can be fed specific roles in the future...





This move is GOLD

But context matters. 

Here's when to use it...

You’ve made 3–6 placements already

The company is:
- 25–150 employees
- Growing fast
- Complaining about agency spend

You hear 𝘢𝘯𝘺 version of:
“We’re thinking of hiring internal”
“We need to get costs down”

Instead of walking away and saying, "We had our run, on to the next one." 

That’s your moment to secure long-term business 

Here's what you say...

“Honestly, at your stage, continuing to rely only on agencies doesn’t make sense long term.
If I were in your shoes, I’d hire an internal recruiter.
And if you want, I’ll help you do that for free.”
 

If they ask 𝘸𝘩𝘺, you say:
 
“Because if I place the right internal recruiter,  they’ll understand how agencies actually work,  they won’t waste time fighting the market,  and when they inevitably need agency help again, I’d rather be the person they trust.”


On your first call with the internal:
 
“I’m not here to compete with you.
You own the core hiring.  I’m here for:
• niche roles
• urgent spikes
• confidential searches
When you need help, I’ll be faster and easier than starting from scratch.”
 
This creates alliance, not friction.

Try it out. 
If you get it right, it could create a fountain of business for the long term. 

<FULL PODCAST IN THE COMMENTS BELOW>

I spoke to a recruiter who's billing $500K
His business is doing $5 Million with a team of 10
Here's how he uses lead magnets to win business

Had a sales call with a recruitment business owner
He said he wants his team to start posting content
Because he knows he's leaving money on the table




Here’s what he told me…

“Sam, I’ve got a team of 7 recruiters. They’re brilliant at what they do.
They know their market inside out, they care about delivery, and clients genuinely like working with them.

If I could somehow get that across through content, I know we’d win more business… I just don’t know where to start....and I don’t want them posting rubbish or coming across cringe or salesy."

So this is what we did.

Instead of turning them into ‘LinkedIn influencers’…

We took what they already say on calls with candidates and clients
And turned that into posts.

No trends.
No dancing on camera

Just:
– What they’re seeing in the market
– What candidates are actually asking them
– What hiring managers keep getting wrong

We did this exact process with a manager of a recruitment firm over in the US
The manager had never posted before.
In the first month, he generated 1.5M impressions.
3 booked meetings with the exact type of clients they want.

That’s why we offer a free trial.

We write 2 free posts for you or one of your team.
You see the traction.
You decide if it’s worth continuing.

If you're interested, the link is in the comments below

I spoke to a recruiter who built a $1 Million desk 
He generated 20 warm leads with one LinkedIn post
Here's how he did it (So you can copy it for free)

Recruitment business owners....
If you're the sole breadwinner of the business
Here are 4 signs that things need to change






1. Pipeline drops the moment you stop hunting
Take a week off and new roles dry up.
Not because the market changed, but because 𝘺𝘰𝘶 weren’t selling.

2. Most new jobs still come from your network
Your consultants deliver well…
But the work almost always starts with 𝘺𝘰𝘶𝘳 relationships.

3.  Hiring more people feels risky
Not exciting.
Because more heads = more pressure on 𝘺𝘰𝘶 to bring in work.

4.  You’re the sole breadwinner
Everyone knows it.
If you stop winning, growth stops.

Over the last 12 months, we’ve worked with dozens of founders in that exact position.

Here’s what changed for them...

Instead of chasing every conversation manually, they started showing up consistently 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 being online all day.

Their network stopped going quiet when they took a week off.

Past clients and candidates started reaching out first, already warmed up.

Not because they suddenly became “content creators”.
But because their experience, opinions, and market insight were finally visible when they weren’t in the room.

Behind the scenes, this is what we actually do:

We handle the heavy lifting.
We turn what you already know into content that sounds like 𝘺𝘰𝘶.
We distribute it consistently so it compounds.
The result we hear most often?

“Conversations feel easier.”
“People already know what we do.”
“My pipeline doesn’t disappear when I step back.”

If you want to see how it works, we’re running a free trial.

Link’s in the comments.

Spoke to a recruitment business owner last week. 
12 years in business. Great delivery team.
But all new work still comes from him networking.




Me: “After 12 years, you’re still the main source of new business?”

Him: “Yeah. If I’m not out there networking, it’s a quiet month. There’s no real marketing system behind it.”
 
Me: “So growth only happens if you keep pushing?”

Him: “Pretty much. You just hope someone needs you.”

Me: “What would actually take the pressure off?”

Him: “Honestly? One new client a month would be massive.”

Then he said something I hear all the time:
 
“I don’t want to post for the sake of posting.” 
“I don’t want to come across cringe.” 
“And I’m not doing TikTok dance videos.”
 
Me: “Good. You don’t need any of that. You just need content that speaks to decision-makers.”

So I made him this offer:
 
I’ll write 2 LinkedIn posts for free.  Targeted. Intentional. Built to attract the right clients, not random likes.

If they create traction, we work together.  
If they don’t, we part ways as friends.

Zero risk.  All the pressure is on me.
 
If you run a recruitment business and you’re looking to add a more predictable flow of the right client conversations alongside what already works

Check out the Link in the comments below....

This recruiter has spent $12.5K with us over 5 months.
Last night he told me he secured $100K of new business
That’s a 700% return on investment…




And that’s JUST the direct Inbound he's had

Alongside that, he’s had:

- Candidates reaching out directly (that's he's gone to place) 
- Senior sales reps engaging with his content
- Conversations that used to start cold, now starting warm

If we did another 5 months, spent another $12.5K, and he closed just one more deal like this…

He’d have $200K in revenue on $25K spent.

That’s a consistent 700% ROI over the year.

This is not unrealistic.

We see this kind of compounding effect all the time once visibility kicks in.

Nothing clever here.
Just consistent visibility With the right content To the right audience.

What makes this even more interesting is how it started….

He originally came through our free trial.
We wrote him 2 free posts.
We got some early traction, he could see the potential, and he decided to stick with it.

Five months later, the content’s doing what it usually does… compounding.

If you're a recruitment business owner and you want to experience results like the client above, Come and try us out for free. You have absolutely nothing to lose And everything to gain.

Link in the comments below 👇

Just started working with a recruitment consultant
The CEO wanted him to start building more pipeline
Here's the results we've had so far...






We’ve been posting twice a week for 3 weeks.

Post 01: 3,000
Post 02: 5,000
Post 03: 110,000
Post 04: 96,000
Post 05: 50,000
Post 06: 65,000

Before working with us, his average impressions per post were 900.

And in just 3 weeks, we’ve generated 300,000+ impressions.

I know what you might be thinking…

“Great Sam, impressions are cool.
But what about tangible ROI?”

Here’s where it gets interesting.

He places senior sales leaders and commercial talent into life sciences & pharma companies.

Since posting Dozens of decision-makers and plenty of high-quality candidates have been liking and engaging with his content.

He’s followed up with warm intro messages.

And he’s already booked 2 solid calls with new potential clients.

Is that earth-shattering?

No.

But those 2 conversations could easily turn into $50k–$150k+ in fees.

Not bad for:

6 posts
And a handful of follow-up messages

If you’re a recruitment business owner and want to test our system for free,
check out the free trial in the comments

Recruiters, if people are ghosting your messages
And no one is reaching out to you after posting content
It's probably because of your offer. let me explain..

“I don’t need more leads. I need better ones.".... That’s what a recruitment business owner told me. She's billing $500K and managing a team of 10 full desk recruiters




She’s been booking calls consistently for months.
Calendar looks full.

But then she leaned in and said:

“Sam… 90% of them are tyre kickers.”

"That’s draining," I remember thinking.

Not because she’s failing.
She’s not. (She's smashing it)

But because every bad call still costs:
– time
– energy
– momentum

And at that level, wasted conversations hurt more than no conversations.

I asked how people were finding her.

“Mostly outbound,” she said.
“They don’t really know me before the call.”

Which made sense to me.

When people book calls cold:
They’re curious, not committed.
Interested, not ready.

Typically, the call requires more explanation and convincing.

I said:
“If I could show you for free how to flip that, so people book calls already knowing who you are and why you’re relevant, would you try it?”

She didn’t hesitate.

We invited her into our 2-week free trial.

We helped her publish a couple of sharp LinkedIn posts.
Nothing fancy. Just clear positioning to the right people.
They racked up 40,000+ impressions in her niche

Within days:
→ More people knew who she was
→ Key decision makers were liking her content
→ 2 fantastic calls booked with serious potential clients

You don’t need more leads.
You need fewer, better ones.

If you’re booking calls but sick of tyre kickers

You can try it for free, just like she did.

Links in the comments below.

This recruitment business owner closes £45K deals
After one month of working with us
He’s now got 2 of those conversations lined up






 “I don’t want to be a thought leader. I just need the right people to notice me.”
That's the first thing he said to me when we spoke. 

Which makes sense.

He’s already very good at what he does.  
He just wasn’t very visible to the people who matter.

In the last month, his LinkedIn content reached just over 300,000 impressions.

That visibility is now turning into £45k conversations with the right clients.

That’s basically our job.
Take what already works and make it visible in the right rooms.

When we first spoke, I didn’t pitch him a long contract.
Or tell him to give me 10K upfront….

I said:
I’ll write 2 LinkedIn posts for you, free.

Posts built around:
* how you actually get results
* The problems your clients are facing
* Why you’re the obvious solution
 
You can post them, see how it lands, and then decide if it’s worth continuing.

If it works, we carry on. If it doesn’t, we part ways as friends.
No obligation. All the pressure is on me.

If you run a recruitment business , and you're interested in seeing the results for yourself 

Check out the link in the comments below…

TakeTwoBrothers

This recruiter leads a 55 person firm 
And he still personally bills 750k+ 
His secret? 50 names on a notepad every night.



David has a team of 55 recruiters. 

He's one of three partners. 

And he STILL personally bills between $750K and $1.2M every single year.

Here’s how: 

Every single night, he writes down 50 names.
 
People he's going to call the next morning. 

Not a vague to-do list. 
Actual names. 
Actual numbers. 

Ready to dial the moment he sits down.

Some are candidates for live searches. Some are people he's reaching out to for other recruiters' roles. And some are marketing calls where he's got a strong candidate to pitch.

The mix changes. But the number doesn't.

"If I have the 50 calls planned, everything else flows from there. All the crazy distractions that pull you in a million directions? They'll happen anyway. But having the plan means I never lose the morning."

Here's what I took from it:

It doesn’t matter if you’re the leader of 55 person team 

Or just starting out in recruitment. 

- Win the morning 
- Consistent Activity (Calls, emails, LinkedIn) will always move the needle forward. 
- AND GET THE LIST READY THE NIGHT BEFORE  : ) 

Full podcast in comments : ) 

Topbillers toolkit is back, baby!!!! 

We have some insane guests lined up.

Pinnacle Society Top 1% of Headhunters Nationwide | Engineering & Manufacturing Headhunter | Automation, Controls, Maintenance, Ops Leaders, Accounting/Finance, Human Resources

Spoke with a recruiter yesterday. 
He earns $300k working 6 months a year. 
Then he switches off completely.



Plays guitar (his actual passion) 
Time with the kids 
Long holidays

He works in legal with $50-100k fees. 

A handful of deals and he's done for the year.

Not saying I would do this (so much wasted potential!) 

But recruitment is one of the few professions where you can build a pretty cushty lifestyle business.

Would you do this?

Since dating a Taiwanese woman
I’ve been reminded of one very human thing. 




It doesn't matter where you're from  

Different countries. 
Different religions. 
Completely different upbringings.

You can still love, build friendships and connect.

I'm dating a Taiwanese woman. 
My sister-in-law and niece are Jamaican. 
I've got Belgian friends, English friends, and Iranian friends. 
And one mate who looks like a bit of everything.

It’s pretty cool : ) 

(P.s, My first hotpot with the gang 👇 )

My brother lives 2 hours away.
But we saw each other twice last year  : ( 
Over Christmas, we spent 4 days together… 



We both brought our partners 
And our cats : ) 
We talked rubbish. 
Drank too much whiskey.

And I got to spend some precious time with my niece, Akira
(the little sliver thing in my brother's arms lol)  

And after this trip, one thing became very clear. 

I need to spend more time with my family. 

So thats exactly what I'm doing in 2026. 

No excuses. 
No more “waiting for the right moment. 

This year, I'm booking the trips first and taking the time off. 

Family stuff goes in the diary before work. 

I've got big targets for 2026. That hasn't changed.

But I'm not missing another year with the people who matter! 

Here's to a year of success, ambition, but putting family first : )

Spoke with a recruiter billing $540k 
He uses MPC’s to win new business 
But he’s doing something I haven’t heard before 



Here's Jeffrey's trick:

Before he sends a cold email to a potential client…

He sends them a LinkedIn connection request WITH a note.

Not just "Hey let's connect"

But an actual MPC pitch in the connection message.

300 characters or less. 
Lowercase.Straight to the point.

Something like:

"hey, saw your post looking for a PM. working with a candidate who's done $25M projects in your space. not sure if you're still looking but thought it might be worth a look?"

Same day or sometimes the next day?

Same pitch. Via email.

Here's why it's brilliant: 

A LinkedIn connection request has guaranteed deliverability ( as long as they use the platform )  

And it warms them up before the email. 

They know you're legit. 
They know you work in their niche.
They've probably clicked your profile.

So that "cold" email?

It’s a tad warmer. 

Plus, they are more likely to read it! 

Simple tweak.

Big difference.

FULL podcast in comments.

Founder @ Lakeview Search | Recruiting Top Construction and Engineering Pros

This recruiter went from 30K to 557K 
(In a single quarter) 
Because of ONE shift in strategy



When Elizabeth launched her business, her BD was generic. 

Pitching aimlessly. 
Shooting blind at targets and hoping something would stick.

Then she realised something.

She was getting insane intel from candidate conversations. 

When she sat down with an A-player who's been in the space for 15 years, they knew things no desk research could uncover… 

Who's actually hiring
Which teams are breaking
What's happening behind the scenes

So she flipped her entire approach.

Instead of chasing clients and hoping they had a need, she built deep relationships with the best candidates first. 

Then she'd turn those relationships into targeted BD.

Here's what that looked like:
She'd write a one-page profile on the candidate, their background, accomplishments, and what makes them exceptional. Then she'd send them a list of 15-20 companies she thought would value their skillset. The candidate would rank them 1, 2, or 3 and share who they knew at each one.

Now she's not cold pitching. 

She's reaching out to clients with a specific A-player, warm connections, and real market intel.

That's how she went from 30K to 557K.

She stopped selling recruitment. She started introducing solutions.

Full Podcast in comments

Spoke with a recruiter recently. 
He spent 2 years perfecting his spec emails. 
Here are the 5 things that actually work: 


1. Keep them stupidly short. 5-6 lines. That's it.

EXAMPLＥ： 

"Hey, working with a candidate at the moment based in [location]. Here's the details of them, they've got [brief info]..."

- Salary expected
- Location
- Years of experience

"Let me know if you need anything, or if you're looking for any other candidates - we have a database of X amount in this area."

Done.

2. Subject lines that get opened:
"Requested candidate"

Or his personal favourite:
"When are you going to send me my money for this?"

Ballsy. But it works.

3. Never attach the CV.
Sounds counterintuitive, but less info = more curiosity.
They come back asking questions. Now you've got a conversation.

4. One candidate per email. Always.
Long emails with 4 candidates? Straight to the bin.

Two short emails over two days beat one long email every time.

5. Stick to bread and butter candidates.
Entry-level. Easy to place. Cheap.

The complicated ones? Save those for actual phone calls, where you can provide context.

Simple stuff.

But most recruiters overcomplicate it.

Link to full podcast in comments

This sounds bloody weird saying this out loud.
But one of my goals for 2026... 
Is to be a dad.



My older brother has a son (Ziggy). 

My twin brother has a daughter (Akira).

And up until about 12 months ago… I wasn't really sure I wanted children.

In fact, I was pretty convinced I was going to be that weird single uncle who always brings a new woman to the family gathering every 6 months.

But two big things happened that completely changed that.

1. I met the woman of my dreams (Joanne)

2. I started to spend more time with my niece and nephew

And although they are bloody hard work, with insane amounts of energy, and they seem to get sick every 3 weeks. 

The moments of joy, like playing in the garden and seeing their little faces light up, were enough for me.

I don't want to downplay parenthood; I've heard how tough it is.

But… for the first time in my life, I think I'm ready.

Hopefully God agrees :)

When I was single, I was in a club 
And out of the blue, my friend shouted…
"OMG!!!, You guys are all bald, that's so funny!"



"Can we take a picture!?!?!?"

(complete strangers by the way) 

Everyone started looking at us.

The old Ben would have been mortified.

But when you've been bald long enough, you stop fighting it.

We smiled, laughed, and posed for the photo.

From years of unsolicited head-related interactions... 

I've realised, you can either resist the thing that makes you different…

Or you can own it.

Blokes: if you're losing your hair and stressing about it - shave it off. Trust me. It's easier, and it makes you stand out.

If you're already bald… just know I'm giving you the nod right now. You know the one.

The photo from that night? Still makes me laugh.

3  bald heads. Zero shame.

We've been working with a recruiter for 12 months.
He's posting twice a week (Tues and Thurs).
Here are the results:




- Over 4 million impressions from his target market
- $300k in trackable ROI from posts that directly triggered inbound leads
- Weekly messages from contacts praising his content
- At events, people point him out and mention his posts
- Competitors have started copying his content style ( Lol ) 

We've also gathered a ton of data. We know exactly what topics trigger more impressions, engagement and inbound. 

The next stage is scaling through ads. Now we can really turn up the engine.

Just a reminder:

If this guy hadn't worked with us, he'd still be doing well. 
He's an expert at what he does.

But he'd have no system for inbound. 
No data on what works. 
No content doing the BD for him while he works. 

He'd still be relying on referrals and hoping the phone keeps ringing.

Now he's got an asset that compounds every single week.

If you're an expert in your niche with no system for turning that into inbound... 

I'd love to show you what we do, for free : ) 

Link in comments

Are you a Top Biller? ($500K+)
Then you should be seen.
I’d love to have you on my podcast! : ) 




Sam and I have spent the last 2 years interviewing the BEST of the BEST in recruitment.

Here's a sample: https://lnkd.in/eT9CTF3Y

We've had $500K billers who are hungry and climbing.
$2.4 million billers who have mastered BD 
Founders who've exited for $20 million. $50 million. One for $100 million.

And lifestyle recruiters who work 4 days a week, pick their kids up from school, and STILL generate over $1 million a year.

Every single one of them dropped gold.

So what do YOU get?

Some of our podcast promotions have had over 400,000 eyeballs.
Your face. Your name. Your brand. In front of recruiters who actually care about getting better.
You'll also get a permanent spot on our WALL OF FAME.

An elite group of recruiters who sit in the top 5% of billers worldwide.
And finally…

You'll get to meet a couple of bald-headed twins.

Look, I can't promise we'll be mates for life.

But I CAN promise you'll leave with a smile on your face.

And a few warm conversations that probably wouldn't have happened otherwise.

Who knows, we might even have you back for round 2.

If you're billing $500K+ and you've got a story worth sharing…

DM me or feel free to book a call using the link in the comments: 

Let's make it happen :)

This recruiter started in 2020 (A tough market) 
He billed $200k in year 1. 
Then jumped to $1 MIl in year 2. Here’s how 



Here are Kent's numbers for the last 6 years:

2020: $200k 
2021: $1M 
2022: $1.1M 
Joined a new firm 
2023: $500k 
2024: $700k 
2025: $1.1M

All full-desk perm.

Kent puts the SPEED of his success down to two things. 

1. Working in a tough market forced him to learn the fundamentals VERY quickly. He had to perform, or he was out. He couldn't afford to get fired. 

2. He was able to learn from two exceptional recruiters. He soaked up everything they said and took action relentlessly. 

As a result... when the market shifted, and the money started flowing... 

He billed $1M in his second year. Almost unheard of.

Good reminder: Tough markets are good in some respects. Good recruiters will either sink or swim.

ALSO

Who you surround yourself with as a recruiter has a HUGE impact on your success.

FULL podcast in comments

Headhunter | 350+ Placements | Building World Class Product, Engineering and Sales/Marketing Teams

You know what I've realised?
After speaking to over 70 top billers
I'm convinced anyone can be successful in this industry.


I've interviewed:
→ A teacher on $40k a year who now bills over $600k 
→ A man with $500 left in his bank who now bills over $800k 
→ A woman who billed £20k or less for three years straight, now running a successful business 
→ A man who was homeless for 10 years and bought a recruitment firm in his 40s

Interviewing this many people has been a huge eye-opener.

It's shown me that it doesn't matter:

Your age 
Your race 
Your religion 
Your financial situation

If you love recruitment and you want it badly enough, you can still do it.

I've spoken to people who've done exactly that under seemingly impossible circumstances.

If they can, there's a chance you can too.

If you need some inspo, listen to their journeys : ) 

Link in comments to our podcast.

Spoke with a recruiter last year. 
He billed $1.1M with a small team. 
And he's done it all without LinkedIn.



No content. No brand. No inbound.

Just cold calls, Emails, referrals, and grinding the phones.

$1.1M.

Honestly? That's impressive as hell.

But here's what I can't stop thinking about…

What happens when you add fuel to a fire that's already burning?

His BD machine works.
His team can close.
His niche is dialled in.

Now imagine thousands of decision-makers seeing his name every week.

Imagine prospects already knowing who he is before he picks up the phone.

Imagine inbound enquiries landing while his team works on existing deals.

That's when content gets scary good.

If your foundations are already solid…

Content doesn't just "help."

It multiplies everything you're already doing.

We're running a 2-week free trial.

2 posts. Written for you. Designed to generate traction.

Some recruiters have won £30K+ just from the trial alone.

Link in comments : )

Got up at 6 am this morning 
Planned to smash through some work. 
Ended up on the toilet for 35 minutes. 





Good reminder: 

Don’t have strong coffee and spicy food on a Sunday.

Reminder: 
You can have a million-dollar business. 
And finish work at 5 pm…




Don’t believe me? 

This chap has done it. 

He Bills $1 mill. 
Finishes at 5 pm. 
Takes 6+ trips a year with his family. 
Hasn’t made a candidate call in 6 years lol 

Not saying it’s easy 

But it’s nice to know someone has done it. 

Because now we know it’s possible : ) 

And Pree goes through it in detail. 

Check out the podcast in the comments.

CEO at UltraTalent | Global Sales and GTM Recruitment | Top 1% Recruiter | Investor

Spoke with a recruiter last year.
He had 2-3,000 hiring managers on LinkedIn. 
ALL of them in his first-degree network.



I asked him what he was doing with it.

"Not much. Sending the odd message here and there. Mostly just waiting for them to reach out."

And honestly? I get it.

He was busy. Deals were coming in. 

There was no urgent need to go hunting for more work.

So we had a brief chat and parted ways.

Four months later, he saw one of my ads and reached back out.

Different story this time.

The pipeline was looking thin. Now he wanted to start marketing.

I didn't say this out loud ( he'd have thought I was an arrogant tosser ), but I couldn't help thinking...

If he'd started nurturing that network when things were good, he wouldn't be scrambling now.

This is the trap so many recruiters fall into.

When you're busy, marketing feels unnecessary. When you're quiet, it feels desperate.

The reality is, the best time to build relationships with your network is when you don't need anything from them. That's when you can show up consistently, add value, and stay front of mind, without any pressure.

Then, when things slow down (and they always do), you're not starting from zero. You've got warm conversations ready to go.

If you want a simple, long-term strategy for nurturing your audience and turning those connections into actual opportunities, I'm happy to walk you through it.

We have a 2-week free trial, and it will show you our exact process. 

Follow the link to learn more :

Spoke with a $1 million biller. 
His MPC campaigns have won him 40+ clients. 
Here it is, almost word for word:


-----------------------------------------

"Hey, I'm Kent. I specialise in senior software hires. 
Here's one of the strongest engineers I'm working with right now:

- MIT graduate with a PhD
- Two-time Math Olympiad winner
- Staff Engineer at Airbnb, then Staff Engineer at Snapchat
- Recently founded his own company and built an app from zero to one

Is it worth a chat?"

-----------------------------------------

This same approach works for sales, marketing, tech and legal hires.

Find an exceptional candidate. Put them in front of the right people. That's it.

No fancy tools. No AI software. Just the fundamentals done well.

He's won 40+ clients and billed over $1 million three times using this exact method.

Full podcast in comments

Recent conversation: 
Me: “How are you winning new business?”
Owner: (laughs) “If I’m honest? 80% is from me… 



Me: “And you’ve got 12 recruiters?”

Owner: “Yep. Brilliant at delivery. Just not hunters.”

Me: “So if you stopped pushing BD for a month… what happens?”

Owner: (pause) “We’d feel it.”

Me: “Fair enough” 

Owner: “I don’t want to turn them into salespeople. That’s not who they are.”

Me: “I agree” 

Owner: “So what’s the alternative?”

Me: “You maximise what you already have.”

Owner: “Meaning?”

Me: “You’ve got 15k connections.
You’re well known and respected in your niche.
You know your shit.
It’s time to start shouting about it.”

Owner: “And that actually works?”

Me: “Yep, and I’ll show you for free. 

Owner: “How?”

Me: “We write two posts. Free.

We show you the traction they create.

If it changes the quality of conversations, we continue.

If it doesn’t, you walk.”

Owner: “Alright” 

Link in comments : )

This recruiter did $500k year 1 
And jumped to $1.8 Million in year 2. 
Here's how he did it...

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Sam Miller

TakeTwoBrothers

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The Battle

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TakeTwoBrothers

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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

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