Not sure if anyone else has been struggling with getting qualified candidates lately,but for me the last few weeks were rough. I was spending hours every day messaging people on LinkedIn, sending follow-ups, checking resumes, and still ending up with a lot of unqualified leads. Felt like 80% of my time was just admin work. So I decided to experiment with a more automated approach, just to see what happens. What I Did I built a simple setup that: - Sends personalized messages to candidates automatically - Follows up if they don’t reply - Checks if they match basic criteria (experience, location, etc.) - And if they’re a fit, it just sends them a Calendly link to book a quick call All I do now is upload a list of candidates once a day and check my inbox for booked calls. The Result I went from messaging around 100 people manually → to 500+ messages/day running automatically.And the best part — I’m now only speaking with people who are actually a match. It freed up a few hours every day and I’ve already made a couple of placements from it. Just Curious Is anyone else here experimenting with some form of automation or smarter follow-up system?Would love to hear what’s working for you guys too. If anyone’s interested, I can show a quick screenshot of how I set mine up (it’s super simple — nothing too techy).

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

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