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>

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 spoke to a recruiter who billed $300K in his FIRST year
He uses a 3-step outbound approach with every prospect
Cold call + Voicemail + Email. Here's how it works




1. 𝗖𝗼𝗹𝗱 𝗖𝗮𝗹𝗹 → 𝗠𝗮𝗸𝗲𝘀 𝗬𝗼𝘂 𝗛𝘂𝗺𝗮𝗻
He starts with a call because it’s the fastest way to 𝘤𝘶𝘵 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘥𝘪𝘨𝘪𝘵𝘢𝘭 𝘯𝘰𝘪𝘴𝘦. Most recruiters hide behind LinkedIn and email.  A live voice instantly stands out. Even if they don’t pick up, the fact that a real person tried to reach them adds weight to everything that follows. 


2. 𝗧𝗵𝗲 𝗩𝗼𝗶𝗰𝗲𝗺𝗮𝗶𝗹 → 𝗖𝗿𝗲𝗮𝘁𝗲𝘀 𝗙𝗮𝗺𝗶𝗹𝗶𝗮𝗿𝗶𝘁𝘆
His voicemail isn’t to sell, it’s to 𝘤𝘰𝘯𝘯𝘦𝘤𝘵 𝘵𝘩𝘦 𝘥𝘰𝘵𝘴....
“Hey, this is Isaac James. We’ve never met before, but I’m a recruiter.I’ve got a sales engineer in your market — he works for one of your competitors, has about seven years’ experience, and last year sold around $8 million of equipment. He’s on the market, so I wanted to reach out.I’ll send you an email with a few more details.”
So when the email lands, the name rings a bell. The brain goes: 𝘖𝘩 𝘳𝘪𝘨𝘩𝘵, 𝘵𝘩𝘢𝘵 𝘨𝘶𝘺 𝘫𝘶𝘴𝘵 𝘤𝘢𝘭𝘭𝘦𝘥 𝘮𝘦. Instant credibility, even before opening.


3. 𝗧𝗵𝗲 𝗘𝗺𝗮𝗶𝗹 → 𝗠𝗮𝗸𝗲𝘀 𝗔𝗰𝘁𝗶𝗼𝗻 𝗘𝗮𝘀𝘆
The email mirrors the voicemail: short, specific, and ends with one goal:
“Can I send you the resume?” That’s it. No pitch. No fluff. Just one-click frictionless action. Typing 𝘺𝘦𝘴 feels effortless — and that’s the point.

Together, the three touches work like this: 
𝗖𝗮𝗹𝗹 = 𝗵𝘂𝗺𝗮𝗻𝗶𝘇𝗲 → 𝗩𝗼𝗶𝗰𝗲𝗺𝗮𝗶𝗹 = 𝗮𝗻𝗰𝗵𝗼𝗿 𝘆𝗼𝘂𝗿 𝗻𝗮𝗺𝗲 → 𝗘𝗺𝗮𝗶𝗹 = 𝗰𝗼𝗻𝘃𝗲𝗿𝘁.


<FULL PODCAST IN THE COMMENTS BELOW>

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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>

I spoke to a 24-year-old recruiter 
He's billed $600K in his second year of recruitment
95% of his new business has been Email + MPC




Yep. 

He finds really good Candidates 
He then emails those candidates to the RIGHT decision makers 
And he has a really good follow-up process


That's it....

Nothing fancy 

Just a tried and tested BD system that works. 

Executed with finesse and discipline. 

Great reminder for recruiters 

You don't need to try and reinvent the wheel 

Just listen to whats already working 

And copy. 

<FULL PODCAST IN THE COMMENTS BELOW>

I spoke to a recruiter who's billed $5M for 5 years in a row
Here's the voicemail + Email Combo that he uses 
Thats landed him countless enterpirse deals...


STEP 1 - EMAIL

Hi [Name], 

I noticed your team has added 15% headcount this year and you’ve still got [X] open roles in [department].
When growth moves this fast, [Role] gaps usually create: 
– Month-end pressure 
– Overtime for the team 
– Slowdowns in reporting/delivery
I’ve filled [Role] for similar high-growth teams (PE-backed / multi-site), and can help you stabilise things quickly. 
Worth a quick chat this week?
Best, [Your Name]

𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝘄𝗼𝗿𝗸𝘀:𝗜𝘁 𝘀𝗵𝗼𝘄𝘀 𝘆𝗼𝘂 𝗹𝗼𝗼𝗸𝗲𝗱 𝗮𝘁 𝘁𝗵𝗲𝗶𝗿 𝗰𝗮𝗿𝗲𝗲𝗿𝘀 𝗽𝗮𝗴𝗲, 𝗴𝗿𝗼𝘄𝘁𝗵 𝘁𝗿𝗲𝗻𝗱𝘀, 𝗮𝗻𝗱 𝗱𝗲𝗽𝗮𝗿𝘁𝗺𝗲𝗻𝘁 𝗹𝗼𝗮𝗱. 𝘁𝗵𝗲 𝙖𝙘𝙩𝙪𝙖𝙡 𝘁𝗵𝗶𝗻𝗴𝘀 𝗲𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗮𝗿𝗲 𝗮𝗯𝗼𝘂𝘁.𝗦𝗵𝗼𝗿𝘁, 𝗯𝘂𝘁 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰. 𝗡𝗼𝘁 𝗴𝗲𝗻𝗲𝗿𝗶𝗰.




STEP 2 - VOICEMAIL

“Hey [Name], 
it’s Brendon. I sent you a quick email about helping with the [Role] search, especially with the growth you’re seeing in [location/team].
No need to call me back… if it’s easier, just search brendon in your inbox and hit reply to that email.
Happy to work around your schedule. 
Thanks!”


𝗧𝗵𝗲 𝗟𝗶𝗻𝗲 𝗧𝗵𝗮𝘁 𝗠𝗮𝗸𝗲𝘀 𝗧𝗵𝗶𝘀 𝗪𝗵𝗼𝗹𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗪𝗼𝗿𝗸
“𝗝𝘂𝘀𝘁 𝘀𝗲𝗮𝗿𝗰𝗵 𝗯𝗿𝗲𝗻𝗱𝗼𝗻 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗶𝗻𝗯𝗼𝘅 𝗮𝗻𝗱 𝗵𝗶𝘁 𝗿𝗲𝗽𝗹𝘆.”

Why this nudge is so powerful:
- It removes ALL friction They don’t have to dig for your email, think, or switch devices. Their phone is already in their hand.
-  It ties your voice to your written message Instant familiarity → higher trust → higher reply rate.
- It gives them ONE simple action Busy people respond to easy instructions.


Try it out this week

<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>

I've spoken to 4 top recruiters over the last 7 days 
All of them are billing $700K+ and doing consistent BD
One thing they ALL do? Personalise their messages




Whether it's...

• A personalised audio note 
• 15 mins of research on the company and a well-worded email 
• Looking at a prospect's profile and referencing something they posted about

ALL of them spend time personalizing their messages

And guess what they ALL said?

When they tried to use AI and automate the entire process, the response rates fell off a cliff. It was AWFUL.  

Yes, personalised messages take more effort, time, and energy....but they understand one crucial thing about BD....

If prospects feel like you've taken the time to send them a personalised message, it makes them feel special, it makes them feel like you care, it makes you stand out from all the other lazy people who can't be bothered. 

No matter how much AI bullshit is being pushed online nowadays 

You will never be able to beat the human touch

Don't take it from me....

Take it from the top 1% of recruiters that I've interviewed on my podcast. They all do something similar. 

Don't be lazy
Personalise.

I interviewed a recruiter billing $500k 
He uses lead magnets to book in-person meetings 
Here's the exact script he uses....



𝗜𝗠𝗣𝗢𝗥𝗧𝗔𝗡𝗧: He never mass-sends. The message is highly tailored and always tied to 𝘴𝘰𝘮𝘦𝘵𝘩𝘪𝘯𝘨 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤 𝘪𝘯 𝘵𝘩𝘦 𝘱𝘳𝘰𝘴𝘱𝘦𝘤𝘵’𝘴 𝘸𝘰𝘳𝘭𝘥.

𝗘𝘅𝗮𝗺𝗽𝗹𝗲 (𝗰𝘂𝘀𝘁𝗼𝗺𝗶𝘇𝗲𝗱):
“Hey Sarah, saw you’ve been hiring a lot of .NET engineers this year. We just published our Tech Hiring Forecast for Denver — it includes salary trends, turnover data, and which local companies are hiring for .NET right now. 
Would you be curious to see what others are paying and how that compares?”

If they reply with, “Can you just send me a copy?”
Ted doesn’t resist but reframes 𝘸𝘩𝘺 𝘵𝘩𝘦 𝘮𝘦𝘦𝘵𝘪𝘯𝘨 𝘮𝘢𝘵𝘵𝘦𝘳𝘴.

𝗛𝗶𝘀 𝗹𝗶𝗻𝗲 (𝗮𝗹𝗺𝗼𝘀𝘁 𝘃𝗲𝗿𝗯𝗮𝘁𝗶𝗺):
“Happy to share, but the report’s only valuable if I walk you through it. It’s 15 minutes max, I’ll point out the bits relevant to your market and roles. 
Otherwise, it’s just a 20-page PDF full of noise.”

Once on the call or in person, Ted 𝘥𝘰𝘦𝘴𝘯’𝘵 pitch his services. 
He frames it as a consultative breakdown of the data, asking strategic questions along the way:
• “Does this match what you’re seeing in your team?”
• “How are you adjusting your hiring plan to account for this turnover rate?”
• “Would it be helpful if I pulled similar data for AI engineers in your org?”

→ This naturally leads to more 𝘤𝘶𝘴𝘵𝘰𝘮 𝘧𝘰𝘳𝘦𝘤𝘢𝘴𝘵𝘴 or ongoing value exchanges.
He says the goal is to 𝘴𝘱𝘢𝘳𝘬 𝘤𝘶𝘳𝘪𝘰𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘴𝘵𝘢𝘳𝘵 𝘤𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘰𝘯, not to “sell.”

<FULL PODCAST IN COMMENT BELOW>

We onboarded a new recruitment client last month
They work in an incredibly Niche sector with huge deals
In 30 days, we've racked up 100,000 impressions 




Not random impressions either.

We’re talking dozens of high-value decision makers and candidates engaging with every post.

For context, each placement is worth £30–50K. 

So you can imagine how valuable it is when those prospects start commenting, liking, and replying.

The next step is turning engagement into leads.

We’ve identified and organised every single high-value client and candidate who’s interacted with their content over the last 30 days and neatly presented them in a Google Sheet.

Now, the client’s sending personalised audio notes to these very warm prospects as we speak.

30 days 
100,000 impressions 
Dozens of warm leads to message 
Each prospect worth £30–50K

If you want to see how powerful content can be for attracting warm leads, try our free trial.

We’ll write you two posts for free and show you exactly how it works.

No risk 
Minimal effort 
Huge upside
Links in the comments.

P.S Only for recruitment BUSINESS OWNERS :)

Learn more here: https://lnkd.in/eJpYerMZ

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 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>

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>

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

If you're a recruitment business owner 
And you're comfortable/disciplined in doing outbound
Content can provide weekly warm leads for you





Here's an example...

Last week, we did 3 posts for one of our clients

He racked up 187,000 impressions 

We spotted 5 decision makers who engaged with his content that he could reach out to 

My advice to him....

These prospects are in your first-degree network 
They've liked your content
They are warm
Send them a personalized audio note 

We gave him some templates of audio notes that have worked in the past, so he knew what to say 

On Friday, he sent 5 audio notes to those decision makers 

3 haven't responded yet
1 said thanks for the audio note, but not interested right now 
1 said we're looking to hire in 3-6 months, let's have a chat. (Call booked) 

He didn't have to write the content (We did that) 
He didn't have to gather the leads (We did that) 
He didn't have to re-create an audio note (We gave him one) 

All he needed to do was send the audio note 
And he's got a solid meeting booked in the calendar

He's only just started working with us
Imagine what will happen over 3-6 months? 

If you're interested in this process 
And you want to try it out for FREE 
Check out the link in the comments below

P.S Only for recruitment business owners

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

I've interviewed dozens of topbillers on my podcast 
They've mastered winning business through outbound 
Here's a fundamental principle they all use...

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 :)

Lammond Associates

Lammond Associates is a specialist Interim & Search Recruitment provider. Partnering with High growth, SME & PE invested organisations to recruit the best talent to support the strategy and execution of change and transformation. Providing detailed market knowledge, utilising extensive networks and applying dedicated resourcing expertise for Supply Chain optimisation, Operational excellence or digital change.  Successfully delivering Interim or longer term hires for turnaround projects, specific programmes of work, cost saving or growth initiatives in the consumer and manufacturing sectors. For enquiries contact Tom@Lammondassociates.com

Owner & Director,  Interim & Permanent - Supply Chain / Operations / Digital Transformation

Bis Henderson Recruitment

BiS Henderson is a leading provider of recruitment, interim management and consultancy services to the senior supply chain, procurement and logistics industry .

Senior Search - Supply Chain & Logistics

Distinct Recruitment

Newly created business in Jan 2016 based in West Bridgford, Nottingham. Distinct offer recruitment services in Accountancy and Finance, HR, Procurement & Supply Chain and Sales & Marketing with a customer focus across the East  Midlands.

Head of Supply Chain Recruitment

Uniting Ambition

Specialist recruitment provider to high growth, capital invested and privately owned businesses. One of the UK’s fastest growing businesses, a Sunday Times Virgin Fast Track Top 100 company for two consecutive years in 2012/13 and 2013/14. Executive and leadership appointments, head office and professional services as well as retail and contact centre hires. Specialist markets included, Retail and Wholesale, FMCG, Technology & Technology Services and Gambling & Interactive. Joined the business to build and develop the newly formed Supply Chain discipline.

Engagement Manager - Supply Chain & Operational Change

SF Group

Indirect/Direct Purchasing & Supply Chain across all industry sectors in the Midlands. Contingent & retained assignments with salaries ranging from £50k-£125k+.

Managing Consultant - Procurement, Supply Chain & Operations

Michael Page

Permanent & Contract/Interim recruitment within Supply Chain, Indirect & Direct Purchasing across the East Midlands and East Anglia regions. Covering all sectors including, Automotive, Aerospace, General Manaufacturing, FMCG, Gas & Oil, Chemical, Pharma.

Senior Procurement & Supply Chain Consultant - Permanent & Interim

SThree plc

SThree is a Global Staffing Business consisting of 4 operating brands. Recruiting permanent and contract positions across the IT sector. I was brought in to build a contractor network in the area of software development. Specialising in .NET,C#,ASP, ASP.NET, VB.NET & SQL Server.

.NET Contract Consultant

I’m a recruiter. But not the typical stereotype sending cvs to companies without context or a generic role I think you're perfect for asking if you're "open to a chat."

I work with senior leaders across Supply Chain, Operations, Procurement, and Digital, mainly when things are moving fast, breaking, or changing. Interim or permanent, getting the right capability in quickly.

Whether it’s urgent transformation, plugging a leadership gap, shifting gears after a strategy reset or a specific project, I bring the people who make it happen.

Majority of my work is across Consumer, Retail, and Manufacturing but my expertise lies within the same skill sets.

You won’t get fluff. No “strategic partner” waffle. Just straight-talking, real conversations that lead to great outcomes.

Who I usually work with:

CEOs, COOs, MDs

CSCOs, CPOs, Chief Transformation Officers

Supply Chain Directors, Ops Directors, Transformation Directors

What they’re often tackling:

Supply chain overhauls and efficiency

Cost-cutting and procurement optimisation

Capability gaps during change programmes

Urgent interim leadership

I do this through Lammond Associates, a business built on results, relationships, and where urgency meets actual delivery.

Let’s talk when the pressure’s on, time's not on your side and the CVs aren’t cutting it.

taplio

The Battle

Sam Miller

Tom Birrane

Followers

Posts

Engagements

Likes

Performance ScoreSam Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Sam Miller

Tom Birrane

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