The Modern Recruiter

Good morning everybody!This week, we dropped an absolute masterclass on building a highly valuable recruiting/staffing agency to potentially sell for 8-figures. My guest was Diane Prince, who achieved that very goal by founding, growing, and exiting a company for $28 million! (several times actually)Diane walked me through her entire entrepreneurial journey, from deciding at age 27 to "build a business to retire in our 30s" to the specific strategies and numbers that enabled her to do exactly that just 6 years later. Here are some of the main takeways:The Fundamentals* Identify a niche and go deep (Diane started in title insurance staffing). That is something I keep hearing from successful agency owners/solopreneurs. * Build a recurring revenue model as soon as possible to increase valuation multiples. Easier said than done, so I really pushed Diane to give a few examples that would work even for low-volume recruiting with smaller recurrence. * Diversify with at least 3-5 major "anchor" clients accounting for <50% of revenue each* Target 20%+ EBITDA margins and 3-6x EBITDA valuation multiplesOn Increasing Your Agency's Value* Build an executive team so the business can run without you* Implement robust accounting and reporting processes* Focus on client services that create embedded/recurring revenue streamsOn Selling Your Agency* Hire an investment banker to package and sell your company* Potential acquirers include public staffing firms, private equity, competitors* Relationships and networking are crucial for finding buyersOne of Diane's biggest tips was to religiously mine your "warm leads" and nurture existing relationships, even with candidates you didn't place. Some of her biggest clients came from people who had interviewed elsewhere and gotten hired!There's so much more value packed into this episode. Diane draws from 30 years of staffing industry experience, multiple exits, and coaching/consulting for today's entrepreneurs. I learned a ton from her stories and tactics.Give The Modern Recruiter #73 a listen and let me know what you think! What were your biggest takeaways? People who don't own or lead an agency: did you find this useful anyway?.Just hit reply and let me know! PS: I feel this episode pairs nicely with The Modern Recruiter #70: A Pricing & Value Masterclass for Recruiters with Jon Brooks! Check it out now! Robin This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hey everyone,With the job market changing so rapidly over the past few years, I try to keep up. That means lots of chats with folks from various sectors. One person I've been talking with is Josh, the CEO at Hired.com. Josh has access to tons of proprietary data because Hired has been at it for a decade, generating 3 million interviews and helping 30,000 people find jobs. During one of our conversations, Josh brought up their latest report, "The Future of Tech Hiring: 8 Bold Predictions for 2024" based on a survey of 250 companies and 1,000 job seekers. We dived deep into it.We figured, why not share this conversation with you all? I'm sure many of you would appreciate a closer look at Hired's data, whether you're searching for new opportunities or just curious about the future of the tech industry.So, we decided to record a new conversation and dive into what's happening in tech hiring, backed by all that data Hired.com has. Here's what we covered:A Shift Back Towards an Employer-Driven MarketThe past 18 months have been a rollercoaster, marked by hiring freezes, layoffs, and uncertainty. The dynamics between employers and candidates are always shifting, and it seems we're indeed moving back towards an employer-driven market, something many of us have felt.Yet, Josh advises, "Companies need to be really transparent and admit where things did not go as well as they should have gone," especially regarding layoffs and rehiring.AI's Impact on Junior Tech TalentOne key trend is the pivot towards mid-senior level talent, reducing junior roles' availability. This shift is partly due to AI's growing influence, automating tasks once reserved for entry-level positions. However, Josh notes, "There's always more jobs that get created because of these technological advances than there are the jobs that do get lost."Pulling Back from Fully RemoteThe remote work landscape is also changing. What was once a necessity has now become a choice, with companies gradually retracting their fully remote positions. "During the peak of post-pandemic hiring, 70% of roles were open to remote. Now, that's dropped to below 50%," observes Josh.A Changing Focus on DE&IAlthough the active pursuit of diversity and inclusion goals may have seen a dip, the actual hiring of underrepresented talent hasn't declined. This hints at a more organic integration of DE&I principles into hiring practices.And so much more…As we navigate 2024, it's evident that agility, continuous learning, and openness to remote opportunities will be key for successful job seekers and recruiters. AI continues to transform the landscape, bringing new roles and challenges. We discussed all this and more, yet the outlook for 2024 remains uncertain!What's your take on this discussion? What are your predictions? Just hit reply and let's chat!Robin This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hey everyone!Just wrapped up an amazing chat with Melissa Grabiner about something we all care about: how to get a better job. We talked about strategies to implement during the job search of course, but also before. We hope this will help some of you as listeners, but also your friends, family. Even if you’re not looking for a job right now, and if you probably know everything about recruiting (as you should if you’re interested in this podcast), we’re confident you’ll learn a few nuggets.Melissa is a pro when it comes to job-seeking advice, and she’s built an audience on that topic of an impressive 266,000 followers on LinkedIn. That's 10X myself! She's been in talent acquisition and HR for 14 years, and she has more recently taken LinkedIn to share tips for job seekers. There's a lot of BS advice on job search out there - Melissa is legit.Seriously, this episode's a keeper. Here's the summary on what we dived into:1/ Melissa's BackstoryMelissa's been in the HR and talent game for years, making big moves and helping companies hire by the thousands. She's seen it all, from big pharma to biotech startups. And now, she's using her voice to help job seekers navigate the tricky waters of finding work, especially in a tough market like 2024.2/ Job Hunting Like a ProWe talked about everything from making sure your LinkedIn and resume are spot-on to navigating the often confusing advice out there. Melissa shared her top strategies for not just finding any job, but landing one that really fits what you're looking for. We also discussed how the best time to prepare is BEFORE actually looking for a job. 3/ Optimizing Your LinkedIn ProfileFirst impressions count, especially online. Melissa walked us through how to make your LinkedIn profile pop, from a professional photo to crafting a headline that tells a story beyond just your job title.4/ Networking That WorksMelissa stressed the importance of networking, not just as a way to find opportunities but as a two-way street. It's about building relationships, giving as much as you take, and leveraging those connections for mutual benefit. I really liked that part and this reminded me of a book that I often quote (Give and Take by Adam Grant). 5/ Working With Recruiters and AgenciesRecruiters can be a big help, but of course, they're working for the companies, not for you. Melissa gave us a few tips on how to make these relationships work to your advantage, and how to avoid putting all your eggs in one basket.Wherever you are, we’re sending you good vibes and strength for your job search, and really hope that this discussion will be helpful! What do you think? Just hit reply and let's get the conversation going!Wishing you a week full of opportunities,– Robin Choy This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hey everybody!In a special episode that I've been teasing for a bit, Jon and I unpack the art and science of pricing for agencies and recruiters. Even if you're not from an agency, you'll want to hear this. We cover how to show your worth, focus on what really matters, and get recognized by your clients/hiring managers. This is gold whether you're on the inside or with an agency.So, why Jon specifically? Well, he's probably the best expert on the topic of pricing + recruiting. After 8 years at REED (a top UK agency pulling in £1.2 billion a year), and setting up pricing strategies, he started his own company, The Value Advantage, to help recruiting firms nail their pricing.He's also behind the great Substack newsletter Added Value where he shares tips, landing page analysis etc. - I would recommend everyone to subscribe now. By the way - I said in the episode that it was paid, but there's also a free tier. So subscribe :) Honestly, this is one of my top episodes ever. I’ll keep recommending it for many years! Here's what we discussed: 1/ Why we struggle with pricing innovation and a few models we can useWe went far beyond the typical dialogue around percentages and guarantee periods (though we talked about them). Jon shared the "Good, Better, Best" way to think about pricing. This means giving clients choices that fit what they need. It makes clients happier and makes sure you get paid right for what you do. Easier said than done, so we then discussed very practical way to implement this strategy. 2/ How we should think about Value Beyond Fees Our chat went beyond just how much to charge, and tried to answer the billion dollar questions: how to communicate the value recruiters bring to the table? Jon shared a few quotes for famous entrepreneurs, and techniques to better show the value created. 3/ Practical TakeawaysFrom understanding what clients truly value to adjusting service offerings accordingly, Jon shared a lot of actionable insights on how recruiters can differentiate their services and justify their fees & salaries.What do you think? Been thinking about how to show your value or set the right prices? I'd love to hear how you're applying these ideas. Just hit reply and let's talk!Wishing you a very valuable week,Robin Choy This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hey everybody! Robin here, and I'm back with another episode of The Modern Recruiter, diving deep into my latest obsession: the inner workings of recruitment agencies. This week, I had an awesome chat with Samuli, the brains behind TalentBee, a Europe-based, fully distributed recruiting agency created in August 2022, that's now booking ~70K€ of revenue per month. Not bad after 1.5 years! (and to have a comparable for the US, you can probably ~double those numbers)We did a bit of a podcast exchange — first, I jumped onto Samuli's show, TalentBuzz here on Spotify), where I shared all my secrets on getting candidates to actually reply to you, amassed after 8 years of working on candidate engagement and recruiting CRMs. If you follow me on LinkedIn and like what I usually say, you're gonna love this episode. Remember to leave a good Spotify review on Samuli's podcast if you enjoy it! Then we flipped the roles, and I got to grill Samuli on The Modern Recruiter. He didn't hold back, sharing the good and bad of his TalentBee adventure, complete with the cold, hard numbers. And let me tell you, he was super, super transparent about it all.What grabbed my attention:1/ How Samuli applied sales best practices to recruitingYou know I can't resist comparing sales/marketing with recruiting. Samuli's got a background in sales and marketing, not your typical recruiter backstory, so he wouldn't disagree. What's his secret sauce and how did he apply all his previous learnings? He puts a heavy emphasis on branding and engaging candidates in unique ways — he will for instance share videos of the engineering team describing the role they're hiring for. He also walked us through the playbook he used to get his initial clients.2/ How TalentBee thinks about productivityBecause TalentBee is fully distributed, they absolutely have to think about productivity. We talked about hours worked, time-audit (one of my favorite productivity techniques), revenue multiples, transparency about business operations, including profitability and employee contributions, etc.3/ How they managed to build recurring revenueThat's the Holy Grail for a lot of agencies - yet very few manage to build true recurring revenue. Most recruiting operations are transactional by nature, which is why TalentBee's approach to locking in 70% of their revenue through recurring streams really intrigued me.It led us down a rabbit hole of pricing strategies, delivering value, and all that good stuff we'll dive deeper into with Jon Brooks in a soon-to-come episode (promise, it's worth the wait!).So, what do you think? I’d love to hear your take on TalentBee's journey and the insights shared by Samuli. Just hit reply and let’s chat!Wishing you an inspiring week ahead,– Robin Choy This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hey there Modern Recruiters!I’m back episode of The Modern Recruiter. Same as with Chris (from last week - listen to it now if you haven't already!), I connected with Bryan after my LinkedIn post to ask for guests recommendations. I was looking for agency recruiters/founders willing to go all-in with the transparency and share everything that's happening behind the scenes. Bryan accepted to share his journey that took him from agency (TEKSystems), to tech companies (Google, Apple, Uber, Boosted), to a finance company (Volean), to one of the best venture capital firms in the world (Sequoia Capital) to know launching Narwhal Search, a unique recruiting collective/agency. What a ride! We dove deep into his ongoing journey of building a $5M business, and it’s a story filled with insights, challenges, and learnings! Here's what was interesting to me in that conversation: 1/ Bryan's approach to Building a Different Kind of Recruiting AgencyNarwhal Search functions more like a collective than a traditional agency. Recruiters have the freedom to work on any of the roles, and they can also bring in clients themselves.  That's something I hear a lot for early stage agencies, and Bryan does a great job of explaining how he managed to do it. Collectives are an easy and natural way to get started. 2/ How Bryan made the jump into entrepreneurshipBryan's extensive experience, especially at Sequoia, led him to meet a lot of early stage founders. He realized that many of them, especially in early-stage startups, struggled with the same question: “How do we hire engineers?”, and he couldn't help them all while at Sequoia. Launching his own dedicated business seemed a natural progression. That's a theme that I hear again and again: most agency founders start by doing more of what they already do, for clients they already know. Now Sequoia did intro him to some clients, but most of his early clients were from his network, friends, people he worked with in the past. It's also Bryan’s advice to his younger self: "Keep throwing myself into the fire. You learn to ride the wave or dance in the rain".3/ His efficient Growth StoryBryan’s journey wasn’t a walk in the park. Starting from scratch in June 2022, Narwhal Search has now reached a stage where they are eyeing $5 million in revenue in the next year. How? 1/ Efficiency and priorisation: "being more efficient in how we're running our business" and "making sure we're spending our time with the right clients and customers." Funnily enough, Bryan's first submittal to a client resulted in his first placement - a good proof of his efficiency! 2/ Automation and AI: "If we don't automate as much as we can, we're gonna get left behind".I like how Bryan thinks about the future and the impact of technology in the recruiting process - when he asks himself things like “How is my child gonna find opportunity?”By the way - I wonder if people really read all these long summaries or if they just go to the podcast episode. If you did read until here - please hit reply and let me know! And if nobody replies, maybe it's time I rethink the format :)Until next time! RobinPS: During our conversation we mentioned Jose Guardado AGAIN, so remember to listen to our discussion together: The Modern Recruiter #63: A masterclass to improve your candidates closing rates, Jose Guardado, Partner @Riviera Partner. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Happy 2024, everyone!Time's flown by since we launched this newsletter in January 2023, and now we're nearing 800 subscribers – huge thanks for that! It's been a ride, and I can't wait to see where we go this year! I'm also getting more direct email replies to these newsletters with your topic ideas, suggestions for improvement, or just to say hi. Love it! Keep them coming. Go ahead, hit reply now! :)Alright, so - about a month ago I wrote a LinkedIn post to ask for guests recommendations. I was looking for agency recruiters/founders willing to go all-in with the transparency and share everything that's happening behind the scene. Well, Chris Relth from Artemis reached out, and boy, did he deliver! Whether you work in an agency, as a contractor or in-house, you’ll love that discussion. We reached unprecedented levels of transparency, and I learned a ton. Here's what we covered: 1/ The benefits of transparency. Chris did something extraordinary – he opened up the Artemis playbook for us. It's rare in a recruiting industry that's usually very secretive. He shared, “I'm all about transparency. I think it helps everyone when we're open about how things work.” This episode is a goldmine for anyone curious about the behind-the-scenes of a successful recruiting agency.2/ The metrics that matter, and examples from ArtemisChris didn't hold back on the numbers either. We delved into the details of call ratios, submission rates, the entire candidate pipeline. We also discussed client acquisition metrics: how to think about outbound and word of mouth, how to build a better brand. Chris also discussed how he thinks about cost-per-desk (all blended costs including salary, back-office etc.) and how much revenue each person should be bringing in (120-150% of cost per desk during the first year, 200-400% after that).3/ Why Artemis opted for quality over quantity, and why they believe it's the best decisionCentral to Chris's philosophy is a focus on relationships over transactions. He stressed the importance of connection, saying, “It's all about relationships... I'd rather have 10 people doing a million dollars a piece than 20 people doing 500.” This approach not only speaks to the quality of work but also to the sustainable, long-term success of Artemis.This episode is more than just an interview; it's a masterclass in the mechanics of agency recruiting! So, what do you think about Chris's approach and his transparent sharing of Artemis's metrics? Did you see the same numbers yourselves? Is this as useful and interesting to you as it was to me? I'm eager to hear your thoughts. Just hit reply and let's chat!Robin ChoyPS: During our conversation we mentioned a previous episode: The Modern Recruiter #63: A masterclass to improve your candidates closing rates, Jose Guardado, Partner @Riviera Partner. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

We recorded this episode live in person, right after Sandra Feldmann rocked the stage at the Sourcing Summit. The energy of doing it in person was - as usual - incredible, and Sandra was totally in her element – you’ll feel like you’re in the room in Amsterdam with us!Sandra is big about blending Marketing + Recruiting (a common thread on the podcast). During our conversation, she shared some super cool strategies on making connections with candidates that are way more than just about hiring. It's all about getting to know them as people and what they really want.Here’s what we discussed:* Start with WhySandra brought up Simon Sinek's book "Start with Why," applying its principles to recruiting. It's all about flipping the script and focusing on why the role matters to the candidate, not just what the job is. As Sandra put it, “You first have to cut through the noise... People want to feel the relevance of what does this person want from me? Why is this relevant to me?”* The company is not the hero - the candidate is! Sandra shared her insights on the importance of making each candidate feel like the hero of their own story - a big topic of her SOSU talk. I liked this idea and the whole “hero journey” comparison. Most (all?) recruiters frame the company as the “Hero” whose journey the candidates can join ("let's join us to disrupt X and become the first unicorn to do Y!", but nobody's excited about being the side kick to another hero. People want to be the heroes of their own stories, and have their own journeys! * Personalize based on the person AND their cultureDifferent people like different things. It’s super important to tailor your approach, especially when it comes to different cultures. That requires effort, work, investigation. Last but not least “You should follow up, follow up, make sure to stay top of mind”. * The Impact of RecruitingWe also got into how what we do as recruiters can really make a difference in someone's life. Pretty inspiring stuff, and I hope both our passion showed :) So, what do you think? I’d love to hear your take on the episode. Just hit reply and let’s chat!P.S. Want to dive deeper into Sandra’s insights? Check out her amazing collaborative book "Talent Titans" on Amazon. Plus, she agreed to share her ENTIRE slide deck from the Sourcing Summit – check it out here!P.P.S. Loving our podcast? A five-star review on Spotify or Apple Podcast would be amazing! Let’s keep the recruiting conversation going strong! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Great news! Substack now has a “Transcription” feature - which means you can read the transcript of our conversation with Aaron. If you are as impatient as I am, you will love it! A lot of you noticed (and complained!) that I haven't released an episode for almost 2 months now. That's awesome, and it shows that you truly care (and wait for the next episode) - I'm grateful for this! I'm back on track now, I should get back to the bi-weekly cadence :) Back to today's episode: a Masterclass on how to coach interviewers. 1/ This is “advanced” recruitingEarly on in our discussion, Aaron warned me (and us): this is not Recruiting 101. Not even 102. It's not a low-hanging fruit, it's something you do once you already master the basics: you know how to run a proper discovery meeting, you know how to source quality candidates fast, you know how to run an interview process and how to run candidates. You have enough credibility that you can move to address more critically important issues: fight against the lazy feedback (“bad culture fit”), the biases, the lack of involvement2/ Try and get a pre-agreed commitmentAaron asked me to include a few documents in the notes, namely the templates he uses to run a great interview process. It boils down to one thing: agreeing beforehand with the interviewers on the decision-making process. It seems simple, but it's much harder to do in practice: Agree on what you’re assessing for, down to the question. Agree on what success looks like, and what's required to send an offer. Do this before the interview so as to avoid the “culture fit” or “when there's a doubt, there's no doubt”.Overall, a great Masterclass on how to challenge & train the interviewers to improve the final outcome, and in the process gain a lot of credibility and recognition! What did you think of this episode? Just hit reply and let me know your thoughts, ideas, remarks - it's always a pleasure to chat! RobinCEO @ HireSweetPS: If you read this - it means you enjoy my content. Remember to leave a five-star review in Spotify or Apple Podcast! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

To access the episode notes, please go to https://themodernrecruiter.substack.com/. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

To access the notes of the episode, go to http://themodernrecruiter.substack.com. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hello everyone! I'm Robin Choy, CEO of HireSweet (a recruiting CRM that helps Talent Acquisition automate their outreach and nurture past candidates). Each week, I address various recruiting issues, such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelance recruiter. Productivity hacks for recruiters, Jonathan Kidder.👉 Listen to this episode on Apple podcast👉 Listen to this episode on SpotifyIf you enjoy the podcast, remember to leave us a 5-star review on the app you use!Hi everyone, Robin Choy here! In this new podcast episode, I had the pleasure of hosting Jonathan Kidder, a seasoned recruiter with over twelve years of experience in tech recruitment. But Jonathan is not just a recruiter; he's also the brain behind the insightful "Wizard Sourcer" blog and the author of "Productivity Hacks for Recruiters." Our conversation dove deep into how recruiters can level up their productivity game, focusing on concrete strategies, tools, and techniques.Here are my two main takeaways from this episode:1/ Time management is everything Time management truly is everything. One of the most effective and simple methods discussed was time blocking. The concept is basic yet very powerful: just block specific periods in your calendar to focus solely on a single task, ensuring distractions are kept at bay. It’s basically like taking a meeting but with yourself. Ideally, you do time blocking Sunday evening for the whole week or in the evening for the following day. When time is blocked, your phone is away, Slack is closed, and you tackle the task. We often feel overwhelmed, yet I think we tend to underestimate what can be done in 4 hours of deep work per week that have been blocked in advance in the calendar.2/ Measure what matters I’m also a huge fan of this technique because “activity” or “work hours” doesn't always indicate progress. By focusing on specific metrics, we can better understand why the outcomes are what they are. For instance, many recruiters say: “Candidates no longer respond on LinkedIn”. But when we deep dive into it, the response rate is exactly the same as before. What has dropped is the number of messages sent per week. Data provides an objective lens, highlighting what needs adjustment. Sales have weekly (or daily) emails and cold calls target to tackle. Recruiters should do the same by measuring, for instance, the number of LinkedIn emails sent to candidates. Listen to the episode to find out more!Jonathan and I discussed a lot of other productivity principles during the episode. Listen to the full episode to find out more!Have a nice week, and see you soon,RobinCEO of HireSweetPS: If you enjoy the episodes, don’t hesitate to leave the podcast a five-star review in your favorite app of choice. It helps me a lot!Feel free to check out the 3 most downloaded episodes:* 37. Build a thriving & strategic sourcing team, with Garrett Lewis, tech sourcing lead at Grammarly.* 50. Introduction to Recruitment Operations, Luke Eaton.* 48. Making the business case for recruiting at the executive level, Greg Troxell, Recruiting Leader at WheelIf you find this podcast helpful, you'll be interested in what we do at HireSweet.👉 HireSweet CRM helps Talent Acquisition teams get more efficient at sourcing candidates. Automate your sourcing tasks and search for former candidates to contact again directly in your ATS.Try it for free here! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Hello everyone, and welcome to this podcast episode! I'm Robin Choy, CEO of HireSweet (a Recruiting CRM that helps Talent Acquisition automate their outreach and nurture past candidates). Each week, I address various recruiting issues, such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelancer, or hiring manager!How to become a fractional recruiter, Natalie Stones. 👉 Listen to this episode on Apple podcast👉 Listen to this episode on SpotifyIf you enjoy the podcast, remember to leave us a 5-star review on the app you use!I'm talking to more and more recruiters who are going freelance (in different ways), because the full-time internal/agency recruiter job no longer suits them. So I thought I would dedicate an episode on how to become a freelance recruiter (60 episodes, and still never talked about this topic!). I decided to make this episode with Natalie Stones. After 20 years as an agency recruiter and then as an internal recruiter (including Head Of Talent Acquisition position), she was tired of the 40 hours work week for the same employer. So Natalie became freelance. More precisely, she became a part-time recruiter (aka “fractional” recruiter) for several brands. It means she works for 4 different companies, 10 hours a week for each. Here’s Natalie’s process to go fractional : 1/ Understanding what “fractional” means Fractional recruitment is opposed to RPO and project-driven freelancing, where the mission is: '“I need you to hire those 3 tech roles, and then we’re done”. Conversely, a fractional recruiter seeks long-term collaboration with the company (6+ months). The good news is that it suits many companies that would like to have a Head of TA to change their ATS, set up better hiring processes within the teams, and help on 3-5 critical hires a year. But they don’t need to hire a full-time TA for that missions. So they hire a “fractional Head of TA”, who will work 10 hours a week for them. Natalie advises working all day for one client rather than doing per-hours contracts because that’s easier to manage. 2/ Finding clientsThere are 2 straightforward ways to find clients at the beginning: 1/ Digging into your network 2/ Doing cold outreach Hopefully, you’ll find your first clients within your network. Then, if you’re good at your job, referrals will bring you new clients. Eventually, you’ll need to do cold outreach. Cold email and cold DM on LinkedIn are still efficient in 2023. Natalie also posts on LinkedIn, but she doesn’t do it to generate leads, but rather to build authority. Natalie and I don’t advise you to create content at first to generate leads because it’s very hard and time-consuming, and it won’t generate inbound leads for several months. Start with your network and cold outreach, and eventually post on LinkedIn, not the other way around. It’s the biggest downside of becoming a part-time recruiter: you've to do sales and business development. You have to be comfortable getting out there. If you don't like Sales, forget it.3/ Having a clear offer According to Natalie, this is the number 1 mistake fractional recruiters make: not having a clear offer. It’s often : * Too broad: “I help companies hire”. Which companies? Hire what type of candidates?* Too fluffy: “I help companies look at recruitment from a different angle and become magnets for candidates.” We don’t get it. It’s too fluffy. When prospects don't understand your offer or have doubts about it, they churn every time. If you're having trouble formulating your offer, I recommend this book : $100M Offers. 4/ Price yourself smartly Fractional Recruiters underprice themselves, according to Natalie. Natalie usually charges between 5000$ and 8000$ per month for 10 hours a week. The best way to estimate your target salary as a fractional recruiter is to take your usual yearly salary and add a 30% buffer to cover taxes and expenses of the fractional way of working. As a fractional recruiter, Natalie she no really makes more money than a full-time Head of TA. But she earned flexibility, and more security because she works for several clients (and so she can't be laid off for a sole employer). She’s also evolving much quicker because she works on several projects and missions, and her network expands much quicker. Bonus: here are the 3 communities Natalie mentioned during the episode :* Fractionals United (a Slack group for fractional people)* Fractional Connections (a Slack community for fractional people)* Talent Collective (An invite-only community dedicated to the development, connection, and advancement of Bay Area women in talent acquisition.)Listen to the episode to find out more!Have a nice week, and see you soon,RobinCEO of HireSweetPS: If you enjoy the episodes, don’t hesitate to leave the podcast a five-star review in your favorite app of choice. It helps me a lot!Did you enjoy the episode? Feel free to check out the 3 most downloaded episodes:* 37. Build a thriving & strategic sourcing team, with Garrett Lewis, tech sourcing lead at Grammarly.* 50. Introduction to Recruitment Operations, Luke Eaton.* 48. Making the business case for recruiting at the executive level, Greg Troxell, Recruiting Leader at WheelIf you find this podcast helpful, you'll be interested in what we do at HireSweet.👉 HireSweet CRM helps Talent Acquisition teams get more efficient at sourcing candidates. Automate your sourcing tasks on Linkedin and search for former candidates to contact again in your ATS.Try it for free here! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

To access the notes of the episode, please subscribe to the newsletter of the podcast: aplayerspodcast.substack.com. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

To access the notes of the episode, please subscribe to the newsletter of the podcast: themodernrecruiter.substack.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Please subscribe to the newsletter of the podcast to access the show notes, as well as extra resources: https://aplayerspodcast.substack.com/. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

To access the notes of the episodes, subscribe to the newsletter of the podcast: aplayerspodcast.substack.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

The notes of the episode are available in the newsletter of the podcast. Register here: https://aplayerspodcast.substack.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Subscribe to the podcast to check the notes of the episode + other free resources. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com

Notes of the episode, as well as extra resources, are for subscribers only. Enroll now (free): https://aplayerspodcast.substack.com/. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com