Most recruiters don’t have a lead problem. They have a positioning problem. You’re not losing deals because there aren’t clients… You’re losing because you’re showing up like every other recruiter: • Working contingency • Taking garbage reqs • Chasing uncommitted hiring managers • Getting ghosted after doing all the work Let me be blunt… If you’re working for free, you will be treated like you’re free. That’s the reality. I just dropped a new training breaking down: 👉 The exact system I use to get paid upfront 👉 How to transition out of contingency (the right way) 👉 The templates that make clients take you seriously (MPCs, case studies, shortlists) 👉 The outreach system that generates inbound demand 👉 My 2-step process to filter out time-wasters FAST This is the shift from: ❌ Order taker→ to✅ Trusted advisor I’ve personally closed: • $30K placements • $60K placements • $100K+ search fees Using this exact approach. And many of you inside this community are starting to do the same. ⚠️ But I’ll say this… This requires a mindset shift. You have to: • Stop being agreeable • Stop saying yes to everything • Stop operating from scarcity And start acting like a business owner. 🎥 Watch the training here: https://youtu.be/N9KVDISIgiM?si=2oGjliSZBOS1WlJm 👇 After you watch, comment below: What’s ONE thing you’re going to change immediately in your process? Let’s raise the standard in here. No more free work.

Most recruiters think they’re stuck because of: • bad clients • too much competition • low response rates • or weak outreach But after working with thousands of recruiters, I see the same pattern over and over again. The real problem is the niche. The niche you choose determines: ✔ how easy sales feel ✔ how big your placement fees are ✔ whether clients accept retainers ✔ how fast you build authority The wrong niche feels like pushing a boulder uphill. Every call is price negotiation. Every search is contingency. Every placement is smaller than it should be. But when you’re in the right niche, something shifts. • Clients actually need help • Hiring pain is obvious • Fees increase • Closings become easier Inside Recruitemy we use something called the P.A.I.N.™ Niche Filter to validate any recruiting market before committing to it. It looks at: P – Placement ValueCan you earn $15K–$30K+ per placement? A – Authority AccessCan you reach the CEO / Founder / Owner? I – Industry GrowthIs the market expanding and talent constrained? N – Niche DepthIs the niche specific enough to dominate? If a niche fails one of those tests… it will almost always keep you grinding. 💬 Quick exercise for everyone here Drop your recruiting niche in the comments. Example: “Behavioral Health Clinics hiring Clinical Directors” or “Construction companies hiring Project Managers” I’ll personally tell you whether it’s: ✅ strong⚠️ average❌ weak And if it needs adjusting, I’ll show you how to tighten it. Let’s help everyone here choose niches that actually pay.

Just wrapped a testimonial interview with Ramzy from BioPulse Talent. 3 months inside Recruitemy. HealthTech / MedTech niche. Already presenting 12 candidates. Already standing out. But here’s the part I love most… They’re not sending resumes. They’re sending: • Branded MPCs • Candidate intro videos • Structured shortlists • Clean ATS/CRM communication • Automated LinkedIn campaigns Hiring managers literally tell them: “This looks different.” That’s not luck.That’s system + niche + execution. This is exactly why I preach: Pick a niche. Build infrastructure. Use automated tools. Present Differently Show up weekly. Ramzy shows up every Wednesday. Takes notes. Implements. Executes. And now? They look like a modern search firm, not another contingency recruiter spraying resumes. Watch the testimonial here: https://youtu.be/kG6ZCCAX6Yo?si=s6Qs19VnwHWY2eNX If you’re serious about building authority in your niche this year, this is required viewing.

How To Start Your Recruiting Agency in 90 Days (And Land Your First $20K Placement) I just released a full YouTube breakdown covering everything you actually need to launch your recruiting business from scratch. Not theory.Not fluff.Not “someday” motivation. A real 90-day blueprint. Inside the video I cover: • The 4 recruiting models (and which one stops you from working for free) • How to legally launch your LLC / S-Corp the right way • The exact tools you need (spoiler: it’s less than you think) • How to position 20–30% fees confidently • Engaged search + performance-based structures that get you paid upfront • How to optimize LinkedIn to attract inbound clients • What to ignore so you don’t waste time or money Most people overcomplicate this business. You don’t need: ❌ Office space ❌ Employees ❌ A fancy website ❌ Massive startup capital You need: ✅ One niche ✅ One hiring manager ✅ One signed agreement ✅ One placement That first deal changes everything. We’ve had members with zero recruiting background land deals inside 90 days. The difference wasn’t luck — it was clarity + execution. If you're new, this is required viewing.If you’re stuck in contingency, this will shift your model.If you’re already placing, this will help you increase margins. Drop a comment after you watch: 👉 Which model are you committing to first?Contingency, Direct Hire, Engaged Search, or Performance-Based? Let’s build real agencies in here, not side hustles. – Russ

Many of you have expressed interest in purchasing a ZoomInfo license and leveraging my heavy discounted plan since I have been a customer with them for over 15 years now. Renewal is due this week and I have 3- licenses available at $3k for the year with roughly 2500 exports per user. Normally this would cost $10k. First 3 who comment "zoom" in this post get the seats. Payment is due tomorrow...credit cards accepted.