Hey, which funnel template for recruiting is working best for you guys? Is it the "experience recruiting" template? Just at the beginning, but I wonder if it is necessary to verify candidates phone number etc? Right now I am only delivering candidates no follow ups, but should I do some whatsapp/sms automation?

I’ve been wondering about automation in recruiting. On one hand, it could take some load off in things like: - Moving candidates through stages & sending emails automatically - Finding job posts and the right decision makers - Formatting CVs - Summarizing daily emails But I’ve also heard it can make things less personal or create extra mess to clean up. For those recruiting regularly: - What would you automate? - What would you keep manual? - Is it worth paying for, or just a nice idea? Genuinely curious where everyone stands on this, Thank you

What is the best pricing models? Retainer or one time fee per position? Or a one time fee and a small management retainer for managing the campaigns etc?

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?

As an agency owner, you're basically the modern matchmaker between companies and their ideal candidates. Your main weapon? Meta ads. But it's more than just creating some ads. You create smart application funnels that automatically filter top candidates, and you optimize campaigns using data-driven insights to achieve the best results. Why do companies find this so valuable? They save thousands on traditional recruitment costs and significantly reduce the time spent sourcing candidates. And their employer brand becomes stronger in the process. Your agency can go two ways: 👉 Work directly with companies that have job openings 👉 Support recruitment agencies stuck with outdated recruitment methods or time-consuming sourcing The beauty of it? You decide how far your service extends. Some agencies focus purely on running social recruiting campaigns. Others take over the entire candidate screening process. Your choice. The result? You help businesses hire faster & smarter and solve a real problem. And you? You run a scalable, location-independent agency with a proven business model.