"Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. When Brock Boyd started his recruitment firm in 1998, he ran his business from his bedroom in a shared house, where suited colleagues would show up to work daily - sometimes while he was still sleeping from late-night prospecting.  Today, 25 years later, he's a member of the prestigious Pinnacle Society leading an international tech sales recruitment practice. Through multiple market cycles - from the dot-com crash to 2008's recession to today's tech slowdown - Brock has built Career Management Inc. (CMI) into a sustainable business while developing wealth-building principles that have given him true financial freedom. Episode Outline and Highlights: <ul> <li dir="ltr" aria-level="1"> [01:49] How a friend needing a ride to a job fair led to recruitment. </li> <li dir="ltr" aria-level="1"> [04:27] Taking the entrepreneurial leap after just 11 months! </li> <li dir="ltr" aria-level="1"> [10:47] Recalling the early days: Cold calling from his bedroom while colleagues showed up in suits. </li> <li dir="ltr" aria-level="1"> [15:26] Discussion of peak performance periods: 1999-2000 and 2021-2022. </li> <li dir="ltr" aria-level="1"> [18:17] Focus on resilience: Surviving 2002 and the $63,000 bankruptcy challenge </li> <li dir="ltr" aria-level="1"> [24:22] "I work by far the hardest in the best of times" - Brock's contrarian business philosophy </li> <li dir="ltr" aria-level="1"> [27:47] Smart financial moves most recruiters miss: The "two boulders" theory </li> <li dir="ltr" aria-level="1"> [38:51] How to retire early as recruiters: The three key factors </li> <li dir="ltr" aria-level="1"> [54:56] Tech stack deep dive: What works in modern recruitment </li> <li dir="ltr" aria-level="1"> [1:03:19] Understanding market cycles: "It's like winter and spring will come" </li> </ul> Building a Recession-Proof Tech Sales Recruitment Practice After being hired by a staffing firm, Brock launched his own business after only 11 months! He had a fascinating story of finding his way into permanent staffing without really having much of a background before starting his recruitment firm. From solo operator to leading an international team, Brock has built Career Management Inc. (CMI) into a sustainable practice over 25 years. Starting with just three clients in 1998, he strategically evolved from general sales to specialized tech sales recruitment. Here is his firm’s current structure: <ul> <li dir="ltr" aria-level="1"> 3.5 full-desk recruiters (US-based) </li> <li dir="ltr" aria-level="1"> 2.5 candidate-focused recruiters </li> <li dir="ltr" aria-level="1"> International support team across Argentina, Colombia, Philippines, and India </li> <li dir="ltr" aria-level="1"> Support staff handling administrative and database work </li> </ul> Below are the key success factors that helped his business thrive over the years, through multiple market cycles, including the dot-com crash, the 2008 recession, and the current tech slowdown, while growing sustainably through each recovery. <ul> <li dir="ltr" aria-level="1"> Early specialization in tech sales (higher fees vs general sales) </li> <li dir="ltr" aria-level="1"> Lean operations during growth years </li> <li dir="ltr" aria-level="1"> Strategic investment in revenue-generating tools </li> <li dir="ltr" aria-level="1"> Counter-cyclical work approach: highest effort during boom markets </li> <li dir="ltr" aria-level="1"> Maintaining core tools during downturns while cutting non-essential costs </li> </ul> Personal Finance & Wealth Building for Recruiters A topic that resonates well with me is how Brock gives value to personal finance and wealth building for people in the recruitment industry. Most successful recruiters earn exceptional income, yet struggle to build lasting wealth in the long term. Brock has been a great example of turning his recruitment earnings into true financial freedom through disciplined investing and smart money management. He shared his mindset and strategies on how he balances his investment strategy with different instruments and risks.  Below are some core best practices he shared on the topic of personal finance: <ul> <li dir="ltr" aria-level="1"> Keep lifestyle expenses well below earnings, especially in good years </li> <li dir="ltr" aria-level="1"> Never invest more than 10% of total assets in any single investment </li> <li dir="ltr" aria-level="1"> Maintain substantial cash reserves to buy assets during downturns </li> <li dir="ltr" aria-level="1"> Focus on three key areas: work earnings, investment earnings, and lifestyle costs </li> </ul> "The further below your earnings your lifestyle and spending are, the faster you're going to get to financial freedom. And the closer they are, or God forbid they're overlapped in the wrong direction, then the further away that is." This disciplined approach has helped Brock build sustainable wealth through multiple market cycles while many recruiters, despite high earnings, struggle with long-term financial security. “Working Hardest in the Best of Times” "Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes.  Brock’s work ethic revolves around maintaining resilience through challenging times while recognizing the role of external factors. Uniquely, Brock works hardest during prosperous times, moderately during stable periods, and least during downturns. He views this approach as a strategic response to the opportunity cost, focusing energy where returns are likely highest. This pragmatic mindset helps him stay balanced and focused despite industry fluctuations. Disclaimer: This podcast does not provide financial or tax advice; listeners are encouraged to consult a qualified professional for personalized guidance.   Brock Boyd Bio and Contact Info  Brock has served as President/Chief Executive Officer since founding Career Management, Inc. in April 1998. His aggressive pursuit of face time with the staffing industry’s leading experts led him to become the youngest member on the Board of the National Association of Personnel Services in 2001. To date, Brock has completed over 500 successful searches. In May of 2000, he was featured in the NAPS newsletter for his accomplishments and vision.    In addition, he received his CPC (Certified Personnel Consultant) designation in 2003. He has also produced and delivered seminars on interviewing skills (for candidates seeking positions as well as hiring managers). He has been hired to deliver sales training to multiple companies as well as consulting several companies on the process of building/hiring a sales organization from scratch.   Brock graduated from Old Dominion University where he was a NCAA Division I Collegiate Wrestler. He lives in Vienna, VA with his wife and son. <ul> <li dir="ltr" aria-level="1"> Brock Boyd on <a href= "https://www.linkedin.com/in/brockcmi/" target="_blank" rel= "noopener">LinkedIn </a> </li> <li dir="ltr" aria-level="1"> CMI (Career Management Inc) <a href="https://www.cmicareers.com/" target="_blank" rel= "noopener">website </a> </li> </ul> People and Resources Mentioned <ul> <li dir="ltr" aria-level="1"> <a href= "https://www.bullhorn.com/products/applicant-tracking-crm/" target= "_blank" rel="noopener">Bullhorn (ATS)</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://business.linkedin.com/talent-solutions/recruiter" target= "_blank" rel="noopener">LinkedIn Recruiter</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://business.linkedin.com/sales-solutions/sales-navigator" target="_blank" rel="noopener">LinkedIn Sales Navigator</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.prospectladder.com/" target="_blank" rel= "noopener">Prospect Ladder </a> </li> <li dir="ltr" aria-level="1"> <a href="https://www.lusha.com/" target="_blank" rel="noopener">Lusha </a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.zoominfo.com/" target="_blank" rel= "noopener">ZoomInfo </a> </li> </ul> <ul> <li dir="ltr" aria-level="1"> <a href= "https://pinnaclesociety.org/" target="_blank" rel= "noopener">Pinnacle Society </a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.spglobal.com/spdji/en/indices/equity/sp-500/" target= "_blank" rel="noopener">S&P 500 Index</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;"Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes.&lt;/p&gt; &lt;p dir="ltr"&gt;When Brock Boyd started his recruitment firm in 1998, he ran his business from his bedroom in a shared house, where suited colleagues would show up to work daily - sometimes while he was still sleeping from late-night prospecting. &lt;/p&gt; &lt;p dir="ltr"&gt;Today, 25 years later, he's a member of the prestigious Pinnacle Society leading an international tech sales recruitment practice. Through multiple market cycles - from the dot-com crash to 2008's recession to today's tech slowdown - Brock has built Career Management Inc. (CMI) into a sustainable business while developing wealth-building principles that have given him true financial freedom.&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights:&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[01:49] How a friend needing a ride to a job fair led to recruitment.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[04:27] Taking the entrepreneurial leap after just 11 months!&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[10:47] Recalling the early days: Cold calling from his bedroom while colleagues showed up in suits.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[15:26] Discussion of peak performance periods: 1999-2000 and 2021-2022.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[18:17] Focus on resilience: Surviving 2002 and the $63,000 bankruptcy challenge&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[24:22] "I work by far the hardest in the best of times" - Brock's contrarian business philosophy&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[27:47] Smart financial moves most recruiters miss: The "two boulders" theory&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[38:51] How to retire early as recruiters: The three key factors&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[54:56] Tech stack deep dive: What works in modern recruitment&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[1:03:19] Understanding market cycles: "It's like winter and spring will come"&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Building a Recession-Proof Tech Sales Recruitment Practice&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;After being hired by a staffing firm, Brock launched his own business after only 11 months! He had a fascinating story of finding his way into permanent staffing without really having much of a background before starting his recruitment firm.&lt;/p&gt; &lt;p dir="ltr"&gt;From solo operator to leading an international team, Brock has built Career Management Inc. (CMI) into a sustainable practice over 25 years. Starting with just three clients in 1998, he strategically evolved from general sales to specialized tech sales recruitment.&lt;/p&gt; &lt;p dir="ltr"&gt;Here is his firm’s current structure:&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;3.5 full-desk recruiters (US-based)&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;2.5 candidate-focused recruiters&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;International support team across Argentina, Colombia, Philippines, and India&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Support staff handling administrative and database work&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;Below are the key success factors that helped his business thrive over the years, through multiple market cycles, including the dot-com crash, the 2008 recession, and the current tech slowdown, while growing sustainably through each recovery.&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Early specialization in tech sales (higher fees vs general sales)&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Lean operations during growth years&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Strategic investment in revenue-generating tools&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Counter-cyclical work approach: highest effort during boom markets&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Maintaining core tools during downturns while cutting non-essential costs&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Personal Finance &amp; Wealth Building for Recruiters&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;A topic that resonates well with me is how Brock gives value to personal finance and wealth building for people in the recruitment industry. Most successful recruiters earn exceptional income, yet struggle to build lasting wealth in the long term. Brock has been a great example of turning his recruitment earnings into true financial freedom through disciplined investing and smart money management. He shared his mindset and strategies on how he balances his investment strategy with different instruments and risks. &lt;/p&gt; &lt;p dir="ltr"&gt;Below are some core best practices he shared on the topic of personal finance:&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Keep lifestyle expenses well below earnings, especially in good years&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Never invest more than 10% of total assets in any single investment&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Maintain substantial cash reserves to buy assets during downturns&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Focus on three key areas: work earnings, investment earnings, and lifestyle costs&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;"The further below your earnings your lifestyle and spending are, the faster you're going to get to financial freedom. And the closer they are, or God forbid they're overlapped in the wrong direction, then the further away that is."&lt;/p&gt; &lt;p dir="ltr"&gt;This disciplined approach has helped Brock build sustainable wealth through multiple market cycles while many recruiters, despite high earnings, struggle with long-term financial security.&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;“Working Hardest in the Best of Times”&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;"Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. &lt;/p&gt; &lt;p dir="ltr"&gt;Brock’s work ethic revolves around maintaining resilience through challenging times while recognizing the role of external factors. Uniquely, Brock works hardest during prosperous times, moderately during stable periods, and least during downturns. He views this approach as a strategic response to the opportunity cost, focusing energy where returns are likely highest. This pragmatic mindset helps him stay balanced and focused despite industry fluctuations.&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;em&gt;Disclaimer: This podcast does not provide financial or tax advice; listeners are encouraged to consult a qualified professional for personalized guidance.&lt;/em&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Brock Boyd Bio and Contact Info &lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Brock has served as President/Chief Executive Officer since founding Career Management, Inc. in April 1998. His aggressive pursuit of face time with the staffing industry’s leading experts led him to become the youngest member on the Board of the National Association of Personnel Services in 2001. To date, Brock has completed over 500 successful searches. In May of 2000, he was featured in the NAPS newsletter for his accomplishments and vision. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;In addition, he received his CPC (Certified Personnel Consultant) designation in 2003. He has also produced and delivered seminars on interviewing skills (for candidates seeking positions as well as hiring managers). He has been hired to deliver sales training to multiple companies as well as consulting several companies on the process of building/hiring a sales organization from scratch.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Brock graduated from Old Dominion University where he was a NCAA Division I Collegiate Wrestler. He lives in Vienna, VA with his wife and son.&lt;strong&gt;&lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Brock Boyd on &lt;a href= "https://www.linkedin.com/in/brockcmi/" target="_blank" rel= "noopener"&gt;LinkedIn &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;CMI (Career Management Inc) &lt;a href="https://www.cmicareers.com/" target="_blank" rel= "noopener"&gt;website &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;People and Resources Mentioned&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.bullhorn.com/products/applicant-tracking-crm/" target= "_blank" rel="noopener"&gt;Bullhorn (ATS)&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://business.linkedin.com/talent-solutions/recruiter" target= "_blank" rel="noopener"&gt;LinkedIn Recruiter&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://business.linkedin.com/sales-solutions/sales-navigator" target="_blank" rel="noopener"&gt;LinkedIn Sales Navigator&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.prospectladder.com/" target="_blank" rel= "noopener"&gt;Prospect Ladder &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://www.lusha.com/" target="_blank" rel="noopener"&gt;Lusha &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.zoominfo.com/" target="_blank" rel= "noopener"&gt;ZoomInfo &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://pinnaclesociety.org/" target="_blank" rel= "noopener"&gt;Pinnacle Society &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.spglobal.com/spdji/en/indices/equity/sp-500/" target= "_blank" rel="noopener"&gt;S&amp;P 500 Index&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt;</description>

"Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. When Brock Boyd started his recruitment firm in 1998, he ran his...

How I Achieved Financial Freedom By Maximizing Recruitment's Best Times, with Brock Boyd, Ep #238

From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that transformed client relationships and created predictable revenue while building a remote team that serves clients internationally. Julia founded Aligned Recruitment, specializing in tech recruitment for small and medium-sized businesses. Join us as she shares her journey from unexpected layoffs to building a thriving recruitment practice.   Episode Outline and Highlights <ul> <li dir="ltr" aria-level="1"> [01:28] Journey into recruitment through college admissions. </li> <li dir="ltr" aria-level="1"> [03:17] The layoff that sparked entrepreneurship - 5 weeks postpartum. </li> <li dir="ltr" aria-level="1"> [08:11] Starting the business part-time during maternity leave. </li> <li dir="ltr" aria-level="1"> [16:49] Developing a unique monthly retainer model. </li> <li dir="ltr" aria-level="1"> [21:02] Creating trust through a generous partnership approach. </li> <li dir="ltr" aria-level="1"> [25:10] Building and structuring a remote team. </li> <li dir="ltr" aria-level="1"> [30:34] International recruitment strategy and market focus. </li> <li dir="ltr" aria-level="1"> [39:41] Handholding new clients. </li> <li dir="ltr" aria-level="1"> [49:26] Detailed breakdown of successful sales campaigns.  </li> <li dir="ltr" aria-level="1"> [54:14] Running multiple lead generation campaigns. </li> <li dir="ltr" aria-level="1"> [57:15] Faith, family, and building with purpose. </li> </ul>   Reimagining the Recruitment Business Model Julia developed a distinctive monthly retainer model that transformed how she partners with clients: "A lot of recruiters only charge fee-based. So they're like, wait, you want me to pay you before you've given me a hire? Like, that's psychotic... I want to be your go-to recruitment partner for the entirety of the existence of your business." Julia's retainer model in recruitment operates on a monthly subscription-like approach, charging clients based on the number of roles they need to fill rather than per placement. Here's how it works and its unique benefits: How the Retainer Model Works: <ul> <li dir="ltr" aria-level="1"> Flat Monthly Fee: Clients pay a monthly retainer based on the estimated time and effort required to fill their roles. </li> <li dir="ltr" aria-level="1"> Per-Role Pricing: The fee scales with the number of roles, offering discounts for higher volumes (e.g., five or more roles). </li> <li dir="ltr" aria-level="1"> Flexible Engagement: Clients can start with a single role to test the service and then expand based on their hiring needs. </li> <li dir="ltr" aria-level="1"> Transparent Estimation: Julia provides upfront estimates for time-to-fill, often under-promising and over-delivering. </li> </ul> This approach translates to unique relationships, repeat business, and client trust building as summarized below: <ul> <li dir="ltr" aria-level="1"> Cost Efficiency: Clients avoid paying steep, one-time placement fees, even if multiple candidates are hired for a single role. </li> <li dir="ltr" aria-level="1"> Trust and Partnership: The model fosters long-term relationships, positioning Julia as an extension of the client’s team rather than a transactional vendor. </li> <li dir="ltr" aria-level="1"> Predictability: Fixed monthly costs provide budget certainty, even for complex or ongoing hiring needs. </li> <li dir="ltr" aria-level="1"> Comprehensive Support: This option is ideal for smaller businesses without in-house recruiting teams. It offers a "fractional recruiter" who handles all hiring needs without the risks of permanent staff. </li> <li dir="ltr" aria-level="1"> This model balances generosity with strategic value, prioritizing trust and repeat business over short-term gains. </li> </ul>   Building a Systematic Sales Campaign Despite never closing a deal before launching her business, Julia developed a systematic sales approach that helped her reach nearly $700K in 14 months. She shares her exact process: Lead Research: "I have someone on Fiverr... charges me 10 bucks for 50 lead needs" with clear parameters: <ul> <li dir="ltr" aria-level="1"> Companies with under 200 employees </li> <li dir="ltr" aria-level="1"> Currently hiring software engineers </li> <li dir="ltr" aria-level="1"> Contacts from C-suite and engineering leadership </li> </ul> Multi-Channel Campaign: <ul> <li dir="ltr" aria-level="1"> Step 1: Sends personalized Loom videos via email (using Apollo) </li> <li dir="ltr" aria-level="1"> Step 2: Runs a parallel Dripify connection-only campaign on LinkedIn </li> <li dir="ltr" aria-level="1"> Step 3: After connection acceptance, follow up with LinkedIn selfie videos </li> </ul> "My theory is it's more personal... I think LinkedIn selfies are reminiscent of more personal messaging platforms where people feel like it's like their buddy Julia just dropping in to check in how their Tuesday's going." When running active campaigns, Julia commits to sending 20 personalized outreach videos daily or 100 per week. She also runs a separate automated Dripify messaging campaign targeting past client contacts, doubling down on what's working since many of her clients come from previous relationships. This systematic approach, combined with genuine relationship building, has helped her consistently win new business without traditional hard-selling techniques.   Remote Team Building and International Recruitment From solo founder to a team of four, Julia has built a remote-first practice that serves clients internationally. Starting with contract recruiters during her maternity leave, she strategically evolved her team structure based on business growth. Today, her team includes a Director of Talent Acquisition managing client delivery, an Operations Manager, and a Sourcer based in South Africa (hired through Remote First as EOR), all working virtually. "I employ them through an employer of record, an EOR. And I use Remote First... my entire team is remote. No one else is based here in Atlanta." This flexible team structure allows Julia to scale based on client needs while maintaining quality delivery through specialized roles - proving you can build a successful recruitment business without a traditional office-based team. Are you also interested in building a remote setup for your recruitment business?   Julia Arpag Bio and Contact Info Julia Arpag is the CEO & Founder of tech recruitment firm Aligned Recruitment. We've been in business since August 2023, are fully bootstrapped, have closed over $500k in new business, and are scaling fast.    We specialize in hiring for SMBs (10-200 employees) in the tech industry. We have clients in custom software development, platform management, real estate investment, and security hardware, to name a few.  I'm also a foster parent to two teen boys, a mom to two little boys, a wife, and a proud transplant to Atlanta from upstate NY. <ul> <li dir="ltr" aria-level="1"> Julia on <a href= "https://www.linkedin.com/in/julia-arpag/" target="_blank" rel= "noopener">Linkedin</a> </li> <li dir="ltr" aria-level="1"> Aligned Recruitment <a href= "http://alignedrecruitment.com" target="_blank" rel= "noopener">Website link</a> </li> </ul> People and Resources Mentioned <ul> <li dir="ltr" aria-level="1"> <a href="https://dripify.io/" target="_blank" rel="noopener">Dripify</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://business.linkedin.com/talent-solutions/recruiter-lite?src=go-pa&trk=sem-ga_campid.21899393013_asid.170962800912_crid.722025002298_kw.linkedin%20recruiter_d.c_tid.kwd-307438858763_n.g_mt.e_geo.9067137&mcid=7263310342863163403&cid=&gad_source=1&gclid=Cj0KCQiAu8W6BhC-ARIsACEQoDCO3v9r_7Cn_TJ7lfcVzg__HNP5pnrJcWUGo2HToMoKTF7u0GzDRHwaAhALEALw_wcB&gclsrc=aw.ds" target="_blank" rel="noopener">LinkedIn Recruiter</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.linkedin.com/login?session_redirect=%2Fsales&_f=navigator&fromSignIn=true/1000" target="_blank" rel="noopener">LinkedIn Sales Navigator</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://recruiterflow.com/" target="_blank" rel= "noopener">Recruiter Flow (ATS/CRM)</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.remofirst.com/" target="_blank" rel= "noopener">RemoFirst (EOR platform)</a> </li> <li dir="ltr" aria-level="1"> <a href="https://www.apollo.io/" target="_blank" rel="noopener">Apollo</a> </li> <li dir="ltr" aria-level="1"> <a href="https://www.fiverr.com/" target="_blank" rel="noopener">Fiverr</a> </li> <li dir="ltr" aria-level="1"> <a href="https://www.loom.com/" target="_blank" rel="noopener">Loom</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a>,  </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that transformed client relationships and created predictable revenue while building a remote team that serves clients internationally.&lt;/p&gt; &lt;p dir="ltr"&gt;Julia founded Aligned Recruitment, specializing in tech recruitment for small and medium-sized businesses. Join us as she shares her journey from unexpected layoffs to building a thriving recruitment practice.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[01:28] Journey into recruitment through college admissions.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[03:17] The layoff that sparked entrepreneurship - 5 weeks postpartum.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[08:11] Starting the business part-time during maternity leave.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[16:49] Developing a unique monthly retainer model.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[21:02] Creating trust through a generous partnership approach.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[25:10] Building and structuring a remote team.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[30:34] International recruitment strategy and market focus.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[39:41] Handholding new clients.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[49:26] Detailed breakdown of successful sales campaigns. &lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[54:14] Running multiple lead generation campaigns.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[57:15] Faith, family, and building with purpose.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Reimagining the Recruitment Business Model&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Julia developed a distinctive monthly retainer model that transformed how she partners with clients:&lt;/p&gt; &lt;p dir="ltr"&gt;"A lot of recruiters only charge fee-based. So they're like, wait, you want me to pay you before you've given me a hire? Like, that's psychotic... I want to be your go-to recruitment partner for the entirety of the existence of your business."&lt;/p&gt; &lt;p dir="ltr"&gt;Julia's retainer model in recruitment operates on a monthly subscription-like approach, charging clients based on the number of roles they need to fill rather than per placement. Here's how it works and its unique benefits:&lt;/p&gt; &lt;p dir="ltr"&gt;How the Retainer Model Works:&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Flat Monthly Fee: Clients pay a monthly retainer based on the estimated time and effort required to fill their roles.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Per-Role Pricing: The fee scales with the number of roles, offering discounts for higher volumes (e.g., five or more roles).&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Flexible Engagement: Clients can start with a single role to test the service and then expand based on their hiring needs.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Transparent Estimation: Julia provides upfront estimates for time-to-fill, often under-promising and over-delivering.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;This approach translates to unique relationships, repeat business, and client trust building as summarized below:&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Cost Efficiency: Clients avoid paying steep, one-time placement fees, even if multiple candidates are hired for a single role.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Trust and Partnership: The model fosters long-term relationships, positioning Julia as an extension of the client’s team rather than a transactional vendor.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Predictability: Fixed monthly costs provide budget certainty, even for complex or ongoing hiring needs.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Comprehensive Support: This option is ideal for smaller businesses without in-house recruiting teams. It offers a "fractional recruiter" who handles all hiring needs without the risks of permanent staff.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;This model balances generosity with strategic value, prioritizing trust and repeat business over short-term gains.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Building a Systematic Sales Campaign&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Despite never closing a deal before launching her business, Julia developed a systematic sales approach that helped her reach nearly $700K in 14 months. She shares her exact process:&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="text-decoration: underline;"&gt;&lt;strong&gt;Lead Research:&lt;/strong&gt;&lt;/span&gt; "I have someone on Fiverr... charges me 10 bucks for 50 lead needs" with clear parameters:&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Companies with under 200 employees&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Currently hiring software engineers&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Contacts from C-suite and engineering leadership&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;&lt;span style= "text-decoration: underline;"&gt;&lt;strong&gt;Multi-Channel Campaign:&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Step 1: Sends personalized Loom videos via email (using Apollo)&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Step 2: Runs a parallel Dripify connection-only campaign on LinkedIn&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Step 3: After connection acceptance, follow up with LinkedIn selfie videos&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;"My theory is it's more personal... I think LinkedIn selfies are reminiscent of more personal messaging platforms where people feel like it's like their buddy Julia just dropping in to check in how their Tuesday's going."&lt;/p&gt; &lt;p dir="ltr"&gt;When running active campaigns, Julia commits to sending 20 personalized outreach videos daily or 100 per week. She also runs a separate automated Dripify messaging campaign targeting past client contacts, doubling down on what's working since many of her clients come from previous relationships.&lt;/p&gt; &lt;p dir="ltr"&gt;This systematic approach, combined with genuine relationship building, has helped her consistently win new business without traditional hard-selling techniques.&lt;/p&gt; &lt;p dir="ltr"&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Remote Team Building and International Recruitment&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;From solo founder to a team of four, Julia has built a remote-first practice that serves clients internationally. Starting with contract recruiters during her maternity leave, she strategically evolved her team structure based on business growth. Today, her team includes a Director of Talent Acquisition managing client delivery, an Operations Manager, and a Sourcer based in South Africa (hired through Remote First as EOR), all working virtually.&lt;/p&gt; &lt;p dir="ltr"&gt;"I employ them through an employer of record, an EOR. And I use Remote First... my entire team is remote. No one else is based here in Atlanta."&lt;/p&gt; &lt;p dir="ltr"&gt;This flexible team structure allows Julia to scale based on client needs while maintaining quality delivery through specialized roles - proving you can build a successful recruitment business without a traditional office-based team.&lt;/p&gt; &lt;p dir="ltr"&gt;Are you also interested in building a remote setup for your recruitment business?&lt;/p&gt; &lt;p dir="ltr"&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Julia Arpag Bio and Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Julia Arpag is the CEO &amp; Founder of tech recruitment firm Aligned Recruitment. We've been in business since August 2023, are fully bootstrapped, have closed over $500k in new business, and are scaling fast. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;We specialize in hiring for SMBs (10-200 employees) in the tech industry. We have clients in custom software development, platform management, real estate investment, and security hardware, to name a few. &lt;/p&gt; &lt;p dir="ltr"&gt;I'm also a foster parent to two teen boys, a mom to two little boys, a wife, and a proud transplant to Atlanta from upstate NY.&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Julia on &lt;a href= "https://www.linkedin.com/in/julia-arpag/" target="_blank" rel= "noopener"&gt;Linkedin&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Aligned Recruitment &lt;a href= "http://alignedrecruitment.com" target="_blank" rel= "noopener"&gt;Website link&lt;/a&gt;&lt;strong&gt;&lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;People and Resources Mentioned&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://dripify.io/" target="_blank" rel="noopener"&gt;Dripify&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://business.linkedin.com/talent-solutions/recruiter-lite?src=go-pa&amp;trk=sem-ga_campid.21899393013_asid.170962800912_crid.722025002298_kw.linkedin%20recruiter_d.c_tid.kwd-307438858763_n.g_mt.e_geo.9067137&amp;mcid=7263310342863163403&amp;cid=&amp;gad_source=1&amp;gclid=Cj0KCQiAu8W6BhC-ARIsACEQoDCO3v9r_7Cn_TJ7lfcVzg__HNP5pnrJcWUGo2HToMoKTF7u0GzDRHwaAhALEALw_wcB&amp;gclsrc=aw.ds" target="_blank" rel="noopener"&gt;LinkedIn Recruiter&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.linkedin.com/login?session_redirect=%2Fsales&amp;_f=navigator&amp;fromSignIn=true/1000" target="_blank" rel="noopener"&gt;LinkedIn Sales Navigator&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruiterflow.com/" target="_blank" rel= "noopener"&gt;Recruiter Flow (ATS/CRM)&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.remofirst.com/" target="_blank" rel= "noopener"&gt;RemoFirst (EOR platform)&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://www.apollo.io/" target="_blank" rel="noopener"&gt;Apollo&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://www.fiverr.com/" target="_blank" rel="noopener"&gt;Fiverr&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://www.loom.com/" target="_blank" rel="noopener"&gt;Loom&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;, &lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong id= "docs-internal-guid-98050dcc-7fff-ea19-f0d6-3aec935a5893"&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt;</description>

From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that...

How to Win New Clients Using a Monthly Partnership Model, with Julia Arpag, Ep #237

From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours. Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today.   Episode Outline and Highlights <ul> <li dir="ltr" aria-level="1"> [01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting </li> <li dir="ltr" aria-level="1"> [03:39] Why leave tech? Maddie’s decision to start Advanced Scope </li> <li dir="ltr" aria-level="1"> [03:52] Choosing healthcare and orthopedics specialization despite tech background </li> <li dir="ltr" aria-level="1"> [15:01] The game-changer: Moving from contingent to retained search </li> <li dir="ltr" aria-level="1"> [16:37] Innovative "dating period" approach to client relationships </li> <li dir="ltr" aria-level="1"> [27:39] Building the right team: Finding people who share your values </li> <li dir="ltr" aria-level="1"> [30:34] Unique co-working approach to testing team fit </li> <li dir="ltr" aria-level="1"> [35:56] Creating sustainability: Journey from 90 to 50-hour weeks </li> <li dir="ltr" aria-level="1"> [43:24] Leveraging the Healthy Careers podcast for business growth </li> <li dir="ltr" aria-level="1"> [45:23] Converting podcast guests into business relationships </li> <li dir="ltr" aria-level="1"> [47:21] Future vision: Creating a self-sufficient team </li> </ul> How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model   When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances.   "If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other practice within that region that I could send that candidate to."   Her solution? An innovative "dating period" approach that starts contingent on testing the relationship before transitioning to retained. This allows both parties to ensure fit while demonstrating the value of a committed partnership. The strategy proved transformative - doubling her income from year one to year two while improving client relationships and candidate experience.   When presenting retained partnerships, Maddie addresses common client frustrations with contingent recruitment head-on. She helps them understand that without mutual commitment, they're competing not just for candidates but with other opportunities their recruiter is pursuing. As she explains, "It's not about the money. I want you to show me that you're in this with me and that you actually want me to win."   The result? A more predictable business model, higher-quality client relationships, and the ability to focus deeply on fewer, more committed searches. Most importantly, it created the foundation for a sustainable business that serves both clients and candidates more effectively.   Building a Recruitment Business That Doesn't Depend on You    Working late nights and answering Slack messages on her wedding day wasn't what Maddie envisioned when starting her recruitment business. "I got to the point where it was like, okay, either I'm going to burn out and this is going to be short-lived, or I'm going to get the right people on the bus and give them the trust to do the things."   She realized that she had to hire the right team members for her business to be self-sustaining. Here are the key action points she took:   <ul> <li dir="ltr" aria-level="1"> Created a unique "co-working" approach to test cultural fit before hiring </li> <li dir="ltr" aria-level="1"> Empowered team with up to 50% commission structure </li> <li dir="ltr" aria-level="1"> Built systems that allow people to run their own "mini-businesses" </li> <li dir="ltr" aria-level="1"> Reduced hours from 90 to 50 while doubling revenue </li> <li dir="ltr" aria-level="1"> Focused on being a visionary instead of doing everything herself </li> </ul>   Today, her business thrives on trust, autonomy, and shared values rather than founder dependency. Do you envision your recruitment business to be the same?   Podcasting to Engage with Audience and Future Business Relationships   Madison effectively uses her podcast, "Healthy Careers," to engage with her audience and build business relationships. Here is a summary of how she is doing this:   Madison's podcast allows her to connect with her audience and potential clients on a personal level. She shares insights and experiences that give listeners a better understanding of her expertise and the market. By recording three to four podcasts a week, she ensures consistent engagement with her audience, providing valuable content and building rapport with listeners.   The podcast is a platform for developing long-term relationships with clients and partners. Through the podcast, Madison gets a feel for the market pulse, which helps in better conversations with clients. Madison's strategy of sending personalized gifts like engraved Yeti cups and gift cards to podcast guests fosters a sense of exclusivity and gratitude. This thoughtful gesture reinforces the relationship and keeps their brand top of mind. Business conversions may not be immediate, but the trust built over time through high-touch follow-ups and engaging content helps convert podcast guests into clients in the future.   Madison Loomis Bio and Contact Info   Maddie has a background in healthcare, finance, and technology as both a recruiter and HRBP. After 8 years in Corporate America, she set out to reshape the typical staffing approach. She is now the owner of Advanced Scope - a boutique search firm focused on permanent, direct hire for Orthopaedic & Sports Medicine private practices in hiring clinical and leadership positions.  <ul> <li dir="ltr" aria-level="1"> Maddie on <a href= "https://www.linkedin.com/in/madisonmloomis/" target="_blank" rel= "noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Maddie on <a href= "https://www.instagram.com/advancedscope/" target="_blank" rel= "noopener">Instagram</a> </li> <li dir="ltr" aria-level="1"> Maddie on <a href= "https://x.com/Advanced_Scope" target="_blank" rel= "noopener">X</a> </li> <li dir="ltr" aria-level="1"> Maddie on <a href= "https://www.youtube.com/@Healthy_Careers" target="_blank" rel= "noopener">Youtube</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://open.spotify.com/show/2yMdpEigTLXAzaY3QdMsHf?si=a532d9a60a02473c" target="_blank" rel="noopener">Healthy Careers Podcast</a> </li> <li dir="ltr" aria-level="1"> Advanced Scope <a href= "https://www.advancedscopetalent.com/" target="_blank" rel= "noopener">website</a> </li> <li dir="ltr" aria-level="1"> Advanced Scope on <a href= "https://www.facebook.com/profile.php?id=100085887695942" target= "_blank" rel="noopener">Facebook</a> </li> </ul>   People and Resources Mentioned <ul> <li dir="ltr" aria-level="1"> <a href= "https://www.woundedwarriorproject.org/" target="_blank" rel= "noopener">Wounded Warrior Project </a> </li> <li dir="ltr" aria-level="1"> <a href="https://slack.com/" target="_blank" rel="noopener">Slack</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.linkedin.com/" target="_blank" rel= "noopener">LinkedIn</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a>  </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a>   <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours.&lt;/p&gt; &lt;p dir="ltr"&gt;Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;strong&gt;&lt;span style="font-size: 18pt;"&gt;Episode Outline and Highlights&lt;/span&gt;&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[03:39] Why leave tech? Maddie’s decision to start Advanced Scope&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[03:52] Choosing healthcare and orthopedics specialization despite tech background&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[15:01] The game-changer: Moving from contingent to retained search&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[16:37] Innovative "dating period" approach to client relationships&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[27:39] Building the right team: Finding people who share your values&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[30:34] Unique co-working approach to testing team fit&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[35:56] Creating sustainability: Journey from 90 to 50-hour weeks&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[43:24] Leveraging the Healthy Careers podcast for business growth&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[45:23] Converting podcast guests into business relationships&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[47:21] Future vision: Creating a self-sufficient team&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: left;"&gt;&lt;strong&gt;&lt;span style= "font-size: 18pt;"&gt;How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model&lt;/span&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;"If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other practice within that region that I could send that candidate to."&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Her solution? An innovative "dating period" approach that starts contingent on testing the relationship before transitioning to retained. This allows both parties to ensure fit while demonstrating the value of a committed partnership. The strategy proved transformative - doubling her income from year one to year two while improving client relationships and candidate experience.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When presenting retained partnerships, Maddie addresses common client frustrations with contingent recruitment head-on. She helps them understand that without mutual commitment, they're competing not just for candidates but with other opportunities their recruiter is pursuing. As she explains, "It's not about the money. I want you to show me that you're in this with me and that you actually want me to win."&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;The result? A more predictable business model, higher-quality client relationships, and the ability to focus deeply on fewer, more committed searches. Most importantly, it created the foundation for a sustainable business that serves both clients and candidates more effectively.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Building a Recruitment Business That Doesn't Depend on You &lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Working late nights and answering Slack messages on her wedding day wasn't what Maddie envisioned when starting her recruitment business. "I got to the point where it was like, okay, either I'm going to burn out and this is going to be short-lived, or I'm going to get the right people on the bus and give them the trust to do the things."&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;She realized that she had to hire the right team members for her business to be self-sustaining. Here are the key action points she took:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Created a unique "co-working" approach to test cultural fit before hiring&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Empowered team with up to 50% commission structure&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Built systems that allow people to run their own "mini-businesses"&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Reduced hours from 90 to 50 while doubling revenue&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Focused on being a visionary instead of doing everything herself&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Today, her business thrives on trust, autonomy, and shared values rather than founder dependency. Do you envision your recruitment business to be the same?&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Podcasting to Engage with Audience and Future Business Relationships&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Madison effectively uses her podcast, "Healthy Careers," to engage with her audience and build business relationships. Here is a summary of how she is doing this:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Madison's podcast allows her to connect with her audience and potential clients on a personal level. She shares insights and experiences that give listeners a better understanding of her expertise and the market. By recording three to four podcasts a week, she ensures consistent engagement with her audience, providing valuable content and building rapport with listeners.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;The podcast is a platform for developing long-term relationships with clients and partners. Through the podcast, Madison gets a feel for the market pulse, which helps in better conversations with clients.&lt;/p&gt; &lt;p dir="ltr"&gt;Madison's strategy of sending personalized gifts like engraved Yeti cups and gift cards to podcast guests fosters a sense of exclusivity and gratitude. This thoughtful gesture reinforces the relationship and keeps their brand top of mind. Business conversions may not be immediate, but the trust built over time through high-touch follow-ups and engaging content helps convert podcast guests into clients in the future.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Madison Loomis Bio and Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Maddie has a background in healthcare, finance, and technology as both a recruiter and HRBP. After 8 years in Corporate America, she set out to reshape the typical staffing approach. She is now the owner of Advanced Scope - a boutique search firm focused on permanent, direct hire for Orthopaedic &amp; Sports Medicine private practices in hiring clinical and leadership positions. &lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Maddie on &lt;a href= "https://www.linkedin.com/in/madisonmloomis/" target="_blank" rel= "noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Maddie on &lt;a href= "https://www.instagram.com/advancedscope/" target="_blank" rel= "noopener"&gt;Instagram&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Maddie on &lt;a href= "https://x.com/Advanced_Scope" target="_blank" rel= "noopener"&gt;X&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Maddie on &lt;a href= "https://www.youtube.com/@Healthy_Careers" target="_blank" rel= "noopener"&gt;Youtube&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://open.spotify.com/show/2yMdpEigTLXAzaY3QdMsHf?si=a532d9a60a02473c" target="_blank" rel="noopener"&gt;Healthy Careers Podcast&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Advanced Scope &lt;a href= "https://www.advancedscopetalent.com/" target="_blank" rel= "noopener"&gt;website&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Advanced Scope on &lt;a href= "https://www.facebook.com/profile.php?id=100085887695942" target= "_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;People and Resources Mentioned&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.woundedwarriorproject.org/" target="_blank" rel= "noopener"&gt;Wounded Warrior Project &lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href="https://slack.com/" target="_blank" rel="noopener"&gt;Slack&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://www.linkedin.com/" target="_blank" rel= "noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt; &lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong id= "docs-internal-guid-97e889d5-7fff-e63b-8642-a787fffb1918"&gt; &lt;/strong&gt;&lt;/p&gt;</description>

From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in...

How I Won Retained Clients by Starting with Two-Week Trial Periods, with Maddie Loomis, Ep #236

How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?   We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.   Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.   Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [02:27] What is new for Amanda and her team in the last three years? </li> <li dir="ltr" aria-level="1"> [08:10] How OpusLex enhanced its business model to align with EOS. </li> <li dir="ltr" aria-level="1"> [16:30] What processes have been working well with Amanda’s team? </li> <li dir="ltr" aria-level="1"> [21:47] The practical applications of E-Myth. </li> <li dir="ltr" aria-level="1"> [27:54] Discussion on things that Amanda and her team are most proud of. </li> <li dir="ltr" aria-level="1"> [34:40] Learning to grow the team and hire the right people. </li> <li dir="ltr" aria-level="1"> [42:22] Effective collaboration tools and tech stack. </li> <li dir="ltr" aria-level="1"> [50:47] Why should working from home be balanced with working together physically? </li> <li dir="ltr" aria-level="1"> [53:07] Amanda shares what could be the biggest challenge when upscaling your team. </li> </ul>   Systems and Process for Upscaling Your Recruitment Firm   Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:   <ul> <li dir="ltr" aria-level="1"> Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a clear mission, vision, and values, and assigning "rocks" (specific goals) to both the company and individual team members. </li> <li dir="ltr" aria-level="1"> Shift from Traditional to Team-Based Roles: Amanda moved from a traditional "full desk" model (where each person handled all aspects of recruitment) to segmented roles. This structure now includes designated roles for business development, recruiting, sourcing, and administrative support, allowing each team member to specialize and master their area. </li> <li dir="ltr" aria-level="1"> Client Engagement and Differentiated Service: They established a high-touch approach to client relationships by requiring direct conversations with clients before working on any job order, enhancing service depth and client understanding. </li> <li dir="ltr" aria-level="1"> Enhanced Communication and Automation: Amanda addressed the complexity of coordinating multiple specialized roles by setting up communication workflows using tools like Monday.com and integrating them with Slack for task updates and real-time notifications, which minimized the risk of inefficiencies. </li> <li dir="ltr" aria-level="1"> Systematized Processes for Consistency: Amanda implemented process templates in Crelate for both candidate and job intake to ensure consistency and efficiency. This provides essential information gathered upfront, reducing repetitive follow-ups and training time for new hires. </li> </ul>   These adjustments reflect Amanda’s commitment to EOS principles, enhancing her team's efficiency, communication, and service consistency as they scale.   Critical Elements When Hiring to Upscale Your Team   When growing your recruitment business, hiring the right person to fill critical roles can be challenging. Do you go for a full 360-degree or 180-degree model? I wanted to pick Amanda’s brain about her learnings as she started to hire and grow her team.    Amanda prioritizes understanding how a potential team member aligns with their values. “I think going back to those core values in terms of some of our core values, intellectual curiosity, earnestness, relationships first. And so really trying to stay quality over quantity, really trying to imbue those values throughout our hiring process.”   Rather than adhering to a rigid “full desk” model, she has implemented a flexible, team-based structure that allows employees to specialize and focus on specific roles, attracting diverse skill sets and reducing turnover by placing people where they can excel. Her model also enables creating specialized, replicable teams that can focus on distinct practice areas or client needs, such as intellectual property law or retained searches, allowing team members to build practices around their interests and expertise. Additionally, Amanda’s focus on transparent, day-to-day communication enhances team alignment, with updates to revenue and compensation models supporting this collaborative framework. She shared the tech stack they use to collaborate effectively and consistently.   What is the Biggest Challenge In Growing Your Recruitment Business?   What will be the biggest challenge if you set your business up for scale? For Amanda, “I think giving new ideas and systems time to work is challenging. And not having. Or you know, and also like giving myself some grace.”   Amanda’s greatest challenge in building her business is balancing the patience to allow new ideas and systems time to prove their effectiveness with the need to make strategic adjustments if things aren't working. She acknowledges that this uncertainty—knowing when to persist and when to pivot—can be especially difficult. To overcome this, we acknowledge the importance of resilience and an unwavering commitment to the long-term goal, alongside the willingness to assess whether issues stem from the process, the people involved, or just the natural time required for new initiatives to take hold. Cultivating patience and maintaining a mindset focused on progress over perfection are key practices she uses to navigate the uncertainty and keep pushing forward.   Amanda Brandenburg Bio and Contact Info   In 2018, Amanda founded OpusLex Partners to bring a hands-on, customized, and personalized approach back to legal recruiting. At OpusLex, which translates to “legal body of work,” our body of work includes finding the very best for every search.   Amanda is passionate about her work and enjoys the challenges and competitive nature of the business. When she’s not sourcing top legal talent for her clients, you can find her spending time with her husband, their three children, and two rescue dogs at home in Atlanta. She is a graduate of the University of Georgia.   <ul> <li dir="ltr" aria-level="1"> Amanda on <a href= "https://www.linkedin.com/in/amandagriffithbrandenburg/" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Opus Lex Partners website <a href= "http://www.opuslexpartners.com" target="_blank" rel= "noopener">link</a> </li> <li dir="ltr" aria-level="1"> Opus Lex on <a href= "https://www.facebook.com/opuslexpartners" target="_blank" rel= "noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Opus Lex on <a href= "https://www.instagram.com/opus_lex_partners/" target="_blank" rel= "noopener">Instagram</a> </li> </ul>   People and Resources Mentioned   <ul> <li dir="ltr" aria-level="1"> <a href= "https://www.amazon.com/Traction-Get-Grip-Your-Business/dp/1936661837" target="_blank" rel="noopener">Traction: Get A Grip On Your Business, by Gino Wickman</a> </li> <li dir="ltr" aria-level="1"> <a href="http://monday.com" target="_blank" rel="noopener">Monday.com</a> </li> <li dir="ltr" aria-level="1"> <a href="https://www.crelate.com/" target="_blank" rel="noopener">Crelate</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.amazon.com/The-E-Myth-Revisited-audiobook/dp/B00094F0ES/ref=sr_1_1?crid=1LESQ30V0R3TK&dib=eyJ2IjoiMSJ9.T37sO5kYmz4RdCO2gPZsFv0DeMwg6k1M3iMbVgAVGVvAYxdvCxAytmxE6HG7zELG7cP3PU5FXELl14l92e5x0c5xmrxjGTtkkhUhMzo2E6VQ499_f6AdxOoLhnJb2iJI0eArQU9itb2kIJcT3ZXxVGdde5_v1_RMhzcoMlBLRmP8mDyvEIQVk4T5j96TRGUROT4NUnpvff2vdb6ucFYxkjXMYUsdoXHC8EmOnsD8naI.OrSI3DkTpd_eZsf0LCfX4GZbOl3S9ji3zfy7xuWvD6Y&dib_tag=se&keywords=E-Myth&qid=1731515759&s=books&sprefix=e-myt%2Cstripbooks-intl-ship%2C387&sr=1-1" target="_blank" rel="noopener">The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael Gerber</a> </li> <li dir="ltr" aria-level="1"> <a href="https://asana.com/" target="_blank" rel="noopener">Asana</a> </li> <li dir="ltr" aria-level="1"> <a href="https://zapier.com/" target="_blank" rel="noopener">Zapier</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.leopardsolutions.com/" target="_blank" rel= "noopener">Leopard Solutions</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://www.ringcentral.com/" target="_blank" rel="noopener">Ring Central</a> </li> <li dir="ltr" aria-level="1"> Allan Fisher on <a href= "https://www.linkedin.com/in/allanfisherpfs/" target="_blank" rel= "noopener">LinkedIn</a> </li> </ul>   Related Podcast You Might Enjoy   <ul> <li dir="ltr" aria-level="1"> <a href= "https://recruitmentcoach.com/podcast/the-winning-formula-how-to-grow-a-recruiting-firm-to-2-million-in-3-years-with-amanda-brandenburg-ep-108/" target="_blank" rel="noopener">TRR#108 The Winning Formula: How to Grow a Recruiting Firm to $2 Million in 3 Years</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener">@RecruitmentCoach</a> </li> </ul>   <a href="https://plinkhq.com/i/1489513354" target="_blank" rel="noopener">Subscribe to The Resilient Recruiter</a> <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Episode Outline and Highlights&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[02:27] What is new for Amanda and her team in the last three years?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[08:10] How OpusLex enhanced its business model to align with EOS.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[16:30] What processes have been working well with Amanda’s team?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[21:47] The practical applications of E-Myth.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[27:54] Discussion on things that Amanda and her team are most proud of.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[34:40] Learning to grow the team and hire the right people.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[42:22] Effective collaboration tools and tech stack.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[50:47] Why should working from home be balanced with working together physically?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[53:07] Amanda shares what could be the biggest challenge when upscaling your team.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Systems and Process for Upscaling Your Recruitment Firm&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a clear mission, vision, and values, and assigning "rocks" (specific goals) to both the company and individual team members.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Shift from Traditional to Team-Based Roles: Amanda moved from a traditional "full desk" model (where each person handled all aspects of recruitment) to segmented roles. This structure now includes designated roles for business development, recruiting, sourcing, and administrative support, allowing each team member to specialize and master their area.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Client Engagement and Differentiated Service: They established a high-touch approach to client relationships by requiring direct conversations with clients before working on any job order, enhancing service depth and client understanding.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Enhanced Communication and Automation: Amanda addressed the complexity of coordinating multiple specialized roles by setting up communication workflows using tools like Monday.com and integrating them with Slack for task updates and real-time notifications, which minimized the risk of inefficiencies.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Systematized Processes for Consistency: Amanda implemented process templates in Crelate for both candidate and job intake to ensure consistency and efficiency. This provides essential information gathered upfront, reducing repetitive follow-ups and training time for new hires.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;These adjustments reflect Amanda’s commitment to EOS principles, enhancing her team's efficiency, communication, and service consistency as they scale.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Critical Elements When Hiring to Upscale Your Team&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When growing your recruitment business, hiring the right person to fill critical roles can be challenging. Do you go for a full 360-degree or 180-degree model? I wanted to pick Amanda’s brain about her learnings as she started to hire and grow her team. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda prioritizes understanding how a potential team member aligns with their values. “I think going back to those core values in terms of some of our core values, intellectual curiosity, earnestness, relationships first. And so really trying to stay quality over quantity, really trying to imbue those values throughout our hiring process.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Rather than adhering to a rigid “full desk” model, she has implemented a flexible, team-based structure that allows employees to specialize and focus on specific roles, attracting diverse skill sets and reducing turnover by placing people where they can excel. Her model also enables creating specialized, replicable teams that can focus on distinct practice areas or client needs, such as intellectual property law or retained searches, allowing team members to build practices around their interests and expertise. Additionally, Amanda’s focus on transparent, day-to-day communication enhances team alignment, with updates to revenue and compensation models supporting this collaborative framework. She shared the tech stack they use to collaborate effectively and consistently.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;What is the Biggest Challenge In Growing Your Recruitment Business?&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;What will be the biggest challenge if you set your business up for scale? For Amanda, “I think giving new ideas and systems time to work is challenging. And not having. Or you know, and also like giving myself some grace.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda’s greatest challenge in building her business is balancing the patience to allow new ideas and systems time to prove their effectiveness with the need to make strategic adjustments if things aren't working. She acknowledges that this uncertainty—knowing when to persist and when to pivot—can be especially difficult. To overcome this, we acknowledge the importance of resilience and an unwavering commitment to the long-term goal, alongside the willingness to assess whether issues stem from the process, the people involved, or just the natural time required for new initiatives to take hold. Cultivating patience and maintaining a mindset focused on progress over perfection are key practices she uses to navigate the uncertainty and keep pushing forward.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Amanda Brandenburg Bio and Contact Info&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;In 2018, Amanda founded OpusLex Partners to bring a hands-on, customized, and personalized approach back to legal recruiting. At OpusLex, which translates to “legal body of work,” our body of work includes finding the very best for every search.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Amanda is passionate about her work and enjoys the challenges and competitive nature of the business. When she’s not sourcing top legal talent for her clients, you can find her spending time with her husband, their three children, and two rescue dogs at home in Atlanta. She is a graduate of the University of Georgia.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Amanda on &lt;a href= "https://www.linkedin.com/in/amandagriffithbrandenburg/" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Opus Lex Partners website &lt;a href= "http://www.opuslexpartners.com" target="_blank" rel= "noopener"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Opus Lex on &lt;a href= "https://www.facebook.com/opuslexpartners" target="_blank" rel= "noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Opus Lex on &lt;a href= "https://www.instagram.com/opus_lex_partners/" target="_blank" rel= "noopener"&gt;Instagram&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; 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&lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;span style="font-size: 18pt;"&gt;&lt;strong&gt;Related Podcast You Might Enjoy&lt;/strong&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruitmentcoach.com/podcast/the-winning-formula-how-to-grow-a-recruiting-firm-to-2-million-in-3-years-with-amanda-brandenburg-ep-108/" target="_blank" rel="noopener"&gt;TRR#108 The Winning Formula: How to Grow a Recruiting Firm to $2 Million in 3 Years&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/" target="_blank" rel="noopener"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk" target= "_blank" rel="noopener"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en" target="_blank" rel= "noopener"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/" target="_blank" rel="noopener"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/" target="_blank" rel= "noopener"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;span style= "font-size: 12pt;"&gt;&lt;a href="https://plinkhq.com/i/1489513354" target="_blank" rel="noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/span&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;br /&gt; &lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.&lt;/a&gt;&lt;/p&gt; &lt;p&gt; &lt;/p&gt;</description>

How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your...

Systems That Scale: How To Grow From Solo Practice to Successful Team, with Amanda Brandenburg, Ep #235

Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.   Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.   Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.   Episode Outline and Highlights   <ul> <li dir="ltr" aria-level="1"> [01:55] How Tyler got into recruitment and why he chose metals as a niche. </li> <li dir="ltr" aria-level="1"> [08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant. </li> <li dir="ltr" aria-level="1"> [12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer. </li> <li dir="ltr" aria-level="1"> [17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack. </li> <li dir="ltr" aria-level="1"> [20:17] Turning it around from zero to $250k - discussion on business development. </li> <li dir="ltr" aria-level="1"> [23:53] How to establish yourself as the go-to authority in your niche. </li> <li dir="ltr" aria-level="1"> [30:57] Podcasting is an effective engagement tool to go above and beyond. </li> <li dir="ltr" aria-level="1"> [38:39] A creative way of using videos to promote your client and strengthen relationships. </li> <li dir="ltr" aria-level="1"> [43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter? </li> <li dir="ltr" aria-level="1"> [46:01] What is next for Tyler and American Dream Search? </li> </ul>   Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry   When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler!    His conclusion is “The riches are in the niches!” He highlighted below benefits and how niching down worked for him:   <ul> <li dir="ltr" aria-level="1"> Reduced Competition: By focusing on the steel industry, he reduced his competition from 26,000 recruiters in the US to only around five competitors in the same industry in his domain. </li> <li dir="ltr" aria-level="1"> Authority Building: It was easier for Tyler to add value to the industry and be an established figure in the steel industry through continuous sharing of content and podcasting. </li> <li dir="ltr" aria-level="1"> Higher Demand: Targeting a specialized industry can lead clients to view you as a high-value resource, as you bring industry-specific knowledge and connections. Even if you only place 10 candidates in a year with an average of $25k fee, you already have substantial revenue. </li> <li dir="ltr" aria-level="1"> Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC. </li> </ul>   How to Establish Yourself as the Go-To Expert in Your Niche   Tyler's reputation grew as he focused on the metal and steel sector, allowing him to generate trust and recognition in the metals industry. He started his podcast, The Recruiter of Steel, to bring added value to the industry. He also utilized LinkedIn by consistently posting content related to the industry which has gained traction, especially to decision-makers. Out of his 7000 connections, around 75% are in the metal and steel industry.   Consistency in these actions made Tyler a recognizable authority in his niche. As he shared, “As far as an ROI … I would say the majority of my business now, I would say is inbound. Most of it is coming inbound to me. I haven't run an MPC campaign in probably three, or four months because all of this is coming to me and I have enough business with it. It's because I've established myself as that authority. It's brought in multiple six figures for me just doing posting and just interacting on LinkedIn.”   Other Action Items That Turned Around His Business   The first six months of Tyler’s business brought in no revenue. However, he had a breakthrough that transformed it from zero to a $250k profit. That is niching down, and establishing himself as an authority. However, there are also other action items he shared that helped him, which I am sure a lot of listeners can relate to:   Full Commitment and Resilience: When Tyler was laid off, he committed entirely to his recruitment business, even though it took six months of effort without income to gain traction.   Mentorship and Continuous Learning: Seeking guidance, Tyler connected with Scott Tuttle, a successful recruiter who provided critical advice on areas like contract terms and marketing strategies. This mentorship helped Tyler refine his approach, close deals, and streamline his operations.   Effective Use of Technology: Tyler used a tailored tech stack, including LinkedIn automation through Skylead, Sales Navigator, Apollo for marketing, and Crelate for CRM management. These tools allowed him to be targeted and efficient in his outreach, helping him reach the right clients and candidates without resorting to mass emails.   Tyler Rossi Bio and Contact Info   Tyler Rossi is the President of American Dream Search and Host of the Let's Talk Talent podcast (now rebranded as The Recruiter of Steel podcast). He is one of the top headhunters in America for sales talent in the Steel/Metals Industry.   But it wasn't always this way.    For the longest time, Tyler put off going into business full-time. While he had his LLC on the side, Tyler never had the guts to go all in. He had the six-figure tech sales job and the job security and benefits that came with it.  He had the house, and the marriage, and his daughter was soon on the way.    Fast forward to September of 2023, Tyler was forced to take the leap of faith he was putting off for so long. He was abruptly laid off from his job. There was no warning, no severance…nothing.    Six-figure paycheck? Poof 💨    Oh, and his wife was 32 weeks pregnant 😳    That next Monday, he fired up his laptop and dove full-time into his recruiting business.    The first 6 months were brutal he made $0.    Rejection after rejection. Set back after set back.    But he never gave up.    Fast forward to now and Tyler has scaled American Dream Search to over 10 clients and has billed multiple six-figures in its first year. He has established himself as a premier recruiter in the Metals Industry and he's just getting started.   <ul> <li dir="ltr" aria-level="1"> Tyler on <a href= "https://www.linkedin.com/in/tylerrossi/">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> American Dream Search website <a href="https://www.americandreamsearch.com/">link</a> </li> <li dir="ltr" aria-level="1"> The Recruiter of Steel <a href= "https://open.spotify.com/show/4Pp4qTwU1vCONfiaUWaZDE">podcast</a> </li> </ul>   People and Resources Mentioned   <ul> <li dir="ltr" aria-level="1"> Scott Tuttle on <a href= "https://www.linkedin.com/in/scotttuttle/">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Alec Borlin on <a href= "https://www.linkedin.com/in/alec-borlin-cpa-aa141482/">LinkedIn</a> </li> <li dir="ltr" aria-level="1"> Sarah Englade on <a href= "https://www.linkedin.com/in/sarah-englade/">LinkedIn</a> </li> </ul>   Related Podcast You Might Enjoy   <ul> <li dir="ltr" aria-level="1"> <a href= "https://recruitmentcoach.com/podcast/how-to-achieve-rapid-success-in-a-new-recruitment-market/"> TRR#230 How to Achieve Rapid Success in a New Recruitment Market</a> </li> <li dir="ltr" aria-level="1"> <a href= "https://recruitmentcoach.com/podcast/how-to-leverage-video-content-to-boost-your-recruiting-business/"> TRR#232 How to Leverage Video Content to Boost Your Recruiting Business</a> </li> </ul>   Connect with Mark Whitby <ul> <li dir="ltr" aria-level="1"> Get your <a href= "http://www.recruitmentcoach.com/strategy-session/">FREE 30-minute strategy call</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk">LinkedIn</a>,  </li> <li dir="ltr" aria-level="1"> Mark on Twitter: <a href= "https://twitter.com/markwhitby?lang=en">@MarkWhitby</a> </li> <li dir="ltr" aria-level="1"> Mark on <a href= "https://www.facebook.com/TheRecruitmentCoach/">Facebook</a> </li> <li dir="ltr" aria-level="1"> Mark on Instagram: <a href= "https://www.instagram.com/recruitmentcoach/">@RecruitmentCoach</a> </li> </ul>   <a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener">Subscribe to The Resilient Recruiter</a>   <a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener">If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.</a>

<description>&lt;p dir="ltr"&gt;Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue! &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Episode Outline and Highlights&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[01:55] How Tyler got into recruitment and why he chose metals as a niche.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[20:17] Turning it around from zero to $250k - discussion on business development.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[23:53] How to establish yourself as the go-to authority in your niche.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[30:57] Podcasting is an effective engagement tool to go above and beyond.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[38:39] A creative way of using videos to promote your client and strengthen relationships.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter?&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;[46:01] What is next for Tyler and American Dream Search?&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler! &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;His conclusion is “The riches are in the niches!” He highlighted below benefits and how niching down worked for him:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Reduced Competition: By focusing on the steel industry, he reduced his competition from 26,000 recruiters in the US to only around five competitors in the same industry in his domain.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Authority Building: It was easier for Tyler to add value to the industry and be an established figure in the steel industry through continuous sharing of content and podcasting.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Higher Demand: Targeting a specialized industry can lead clients to view you as a high-value resource, as you bring industry-specific knowledge and connections. Even if you only place 10 candidates in a year with an average of $25k fee, you already have substantial revenue.&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC.&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;How to Establish Yourself as the Go-To Expert in Your Niche&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler's reputation grew as he focused on the metal and steel sector, allowing him to generate trust and recognition in the metals industry. He started his podcast, The Recruiter of Steel, to bring added value to the industry. He also utilized LinkedIn by consistently posting content related to the industry which has gained traction, especially to decision-makers. Out of his 7000 connections, around 75% are in the metal and steel industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Consistency in these actions made Tyler a recognizable authority in his niche. As he shared, “As far as an ROI … I would say the majority of my business now, I would say is inbound. Most of it is coming inbound to me. I haven't run an MPC campaign in probably three, or four months because all of this is coming to me and I have enough business with it. It's because I've established myself as that authority. It's brought in multiple six figures for me just doing posting and just interacting on LinkedIn.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Other Action Items That Turned Around His Business&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;The first six months of Tyler’s business brought in no revenue. However, he had a breakthrough that transformed it from zero to a $250k profit. That is niching down, and establishing himself as an authority. However, there are also other action items he shared that helped him, which I am sure a lot of listeners can relate to:&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Full Commitment and Resilience: When Tyler was laid off, he committed entirely to his recruitment business, even though it took six months of effort without income to gain traction.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Mentorship and Continuous Learning: Seeking guidance, Tyler connected with Scott Tuttle, a successful recruiter who provided critical advice on areas like contract terms and marketing strategies. This mentorship helped Tyler refine his approach, close deals, and streamline his operations.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Effective Use of Technology: Tyler used a tailored tech stack, including LinkedIn automation through Skylead, Sales Navigator, Apollo for marketing, and Crelate for CRM management. These tools allowed him to be targeted and efficient in his outreach, helping him reach the right clients and candidates without resorting to mass emails.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler Rossi Bio and Contact Info&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Tyler Rossi is the President of American Dream Search and Host of the Let's Talk Talent podcast (now rebranded as The Recruiter of Steel podcast). He is one of the top headhunters in America for sales talent in the Steel/Metals Industry.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;But it wasn't always this way. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;For the longest time, Tyler put off going into business full-time. While he had his LLC on the side, Tyler never had the guts to go all in. He had the six-figure tech sales job and the job security and benefits that came with it.  He had the house, and the marriage, and his daughter was soon on the way. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Fast forward to September of 2023, Tyler was forced to take the leap of faith he was putting off for so long. He was abruptly laid off from his job. There was no warning, no severance…nothing. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Six-figure paycheck? Poof 💨 &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Oh, and his wife was 32 weeks pregnant 😳 &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;That next Monday, he fired up his laptop and dove full-time into his recruiting business. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;The first 6 months were brutal he made $0. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Rejection after rejection. Set back after set back. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;But he never gave up. &lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Fast forward to now and Tyler has scaled American Dream Search to over 10 clients and has billed multiple six-figures in its first year. He has established himself as a premier recruiter in the Metals Industry and he's just getting started.&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Tyler on &lt;a href= "https://www.linkedin.com/in/tylerrossi/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;American Dream Search website &lt;a href="https://www.americandreamsearch.com/"&gt;link&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;The Recruiter of Steel &lt;a href= "https://open.spotify.com/show/4Pp4qTwU1vCONfiaUWaZDE"&gt;podcast&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;People and Resources Mentioned&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Scott Tuttle on &lt;a href= "https://www.linkedin.com/in/scotttuttle/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Alec Borlin on &lt;a href= "https://www.linkedin.com/in/alec-borlin-cpa-aa141482/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Sarah Englade on &lt;a href= "https://www.linkedin.com/in/sarah-englade/"&gt;LinkedIn&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr"&gt;Related Podcast You Might Enjoy&lt;/p&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruitmentcoach.com/podcast/how-to-achieve-rapid-success-in-a-new-recruitment-market/"&gt; TRR#230 How to Achieve Rapid Success in a New Recruitment Market&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;&lt;a href= "https://recruitmentcoach.com/podcast/how-to-leverage-video-content-to-boost-your-recruiting-business/"&gt; TRR#232 How to Leverage Video Content to Boost Your Recruiting Business&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;h2 dir="ltr"&gt;Connect with Mark Whitby&lt;/h2&gt; &lt;ul&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Get your &lt;a href= "http://www.recruitmentcoach.com/strategy-session/"&gt;FREE 30-minute strategy call&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk"&gt;LinkedIn&lt;/a&gt;, &lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Twitter: &lt;a href= "https://twitter.com/markwhitby?lang=en"&gt;@MarkWhitby&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on &lt;a href= "https://www.facebook.com/TheRecruitmentCoach/"&gt;Facebook&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;li dir="ltr" aria-level="1"&gt; &lt;p dir="ltr" role="presentation"&gt;Mark on Instagram: &lt;a href= "https://www.instagram.com/recruitmentcoach/"&gt;@RecruitmentCoach&lt;/a&gt;&lt;/p&gt; &lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt; &lt;/strong&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt;&lt;a href= "https://plinkhq.com/i/1489513354" target="_blank" rel= "noopener"&gt;Subscribe to The Resilient Recruiter&lt;/a&gt;&lt;/p&gt; &lt;p dir="ltr" style="text-align: center;"&gt; &lt;/p&gt; &lt;p dir="ltr"&gt;&lt;a href= "https://lovethepodcast.com/theresilientrecruiter" target="_blank" rel="noopener"&gt;If you’ve been enjoying the podcast, please take two minutes to leave a review. 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Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down...

How Niching Down Turned a Recruitment Business from Zero to 6-Figure Success, with Tyler Rossi, Ep # 234

Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.

The Resilient Recruiter

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