Hey everyone 👋 I just recorded a podcast with Leon from the Perspective team — and honestly, this one might surprise you. We talk about: - Why “social recruiting” is one of the biggest untapped opportunities in 2025 & 2026 - How you can start an agency with zero startup capital (yep, really) - My full story from the last 7 years — the pivots, the struggles, and how this all came together Here’s the crazy part: Recruiting is a trillion-dollar industry. Every single business needs employees. And traditional recruiters charge 8–10k just to fill one role. With social recruiting, you can deliver the same (or better) results for a fraction of the cost — and businesses are lining up for it. This podcast could be the moment where everything clicks for you. 👉 Listen here: https://www.youtube.com/watch?v=OTx_i1Mo4n0 Drop your questions or thoughts in the comments — I’d love to hear what stood out most to you!

Step 1: Find a High-Demand Job Opening Search job boards like Indeed in your country and find a role that's in high demand. This will be your demo campaign — an example you can later use to showcase results to other businesses hiring for similar roles. Step 2: Set Up Your First Social Recruiting Campaign - Go to business.facebook.com, create an account, and set up your first campaign. - Use Canva to design a simple job ad. - Use ChatGPT to help write compelling ad copy. - Build your application funnel using Facebook Lead Forms (free) or Perspective. You’ll run this campaign from your own Facebook Business Page (which you can set up in under a minute). 🔍 Don’t worry if you’re not sure how to do this — we teach you everything step by step inside Social Recruiting Academy PRO. Step 3: Launch the Campaign - Spend around $50–$100 to test the ad - Aim to collect 10–20 qualified applicants to show proof of concept Step 4: Record a Case Study Use Loom to record your screen and walk through the results: - Show the ad - Show the application process - Highlight metrics like cost-per-applicant This becomes your social proof to attract real clients. Step 5: Start Outreach Reach out to businesses hiring for the same role via: - Email - LinkedIn - Instagram Send them your case study video and ask: “What do you normally pay for recruitment?” Then show them how you can deliver better results — faster and cheaper than traditional methods. Step 6: Offer a Free Trial Commit to reaching out to at least 100 businesses. Offer your service for free — just ask them to cover the ad budget in exchange for: - A testimonial - A case study - A referral Step 7: Deliver a Great Experience Make sure to provide real value and excellent service. Then ask: “Do you know any other business owners who are hiring right now?” (Chances are, they do — most entrepreneurs know plenty of others.)

In the past few meetings I’ve had, one question keeps coming up: 👉 "How do I earn my first $10K with social recruiting?" There are multiple ways to get there, but in general, you can take two main approaches: Option 1: Offer Social Recruiting Campaigns Without Candidate Follow-up This is the simpler and more scalable option. Let’s break it down: - You charge $2,000 per campaign - Your costs are about $300 per campaign - The client pays for the ad budget separately That means you earn ~$1,700 profit per campaign to hit your first $10K, you only need to sell 6 campaigns. That could be: - 6 campaigns to 6 different businesses, or - 2 clients each buying 3 campaigns Given the current labor shortage, this is very achievable — but you’ll need to focus more on sales and lead generation.Think: email marketing, LinkedIn outreach, Meta ads, etc. Option 2: Offer Campaigns With Candidate Follow-up + Placement Fee This option is more hands-on but can be more profitable per client. Example: - Charge $1,000 for the campaign (excluding ad budget) - Plus, charge 1x monthly salary for each successful placement Let’s say a candidate earns $5,000/month — you’d earn $5K per placement.That means you only need 2 successful placements to reach your first $10K. This route requires more client attention and handling candidates directly, but can bring higher value and stronger relationships. My Take: - Option 1 is perfect for starting out. It's simple, repeatable, and helps you learn the business model fast. - Option 2 is better once you have experience and want to offer a more premium service — but it does come with more complexity (especially around candidate follow-up, which many businesses struggle with). 💬 What do you think? Would you start with Option 1 or Option 2?

Hi everyone! I have just joined this community in order to share experiences and grow together. I'm always happy to connect and open to sharing my experiences of starting an agency. Happy to be part of this!

Okay… this is CRAZY! 😍 Just six days ago, I launched my very first recruitment campaign for our family business. Within 3 days, I had 8 applications, 2 candidates went to interviews, and today… one of them got hired! 🎉 I knew recruitment marketing was powerful, but THIS fast? I didn’t expect it! 😱 Super excited about this result and already gearing up for the next placements! Thanks Stephen for your support! Let’s gooo! 💪🔥