Hey everyone! 👋 Hope you're having a great Tuesday! Just uploaded this video on how I'm outsourcing email list building for my recruiting business and wanted to share! 😎 I'll walk you through what to have a virtual assistant find and how to get a free trial as well 👀 Enjoy!

Hi and Welcome to RecruiterPRO! The #1 place to learn how to start or scale up your recruiting business! Watch this video I recorded to learn more about how to find the resources we have set up for you here! Additionally, we are running a special promotion and for the first 100 people who introduce themself and share 1-2 sentences about their recruiting goals, we are sending you a FREE copy of my book, "Matchmaker Secrets"! 😁 Simply share: 1. where you are in your recruiting business journey and 2. what your goal is for the next 12 months and how we can help! I look forward to seeing you in the group! -Jonathan

Hey guys! Let's get a debate going... When it comes to getting new clients, there are a few different type of recruiters but in my 9 years of doing this it boils down to about 4 camps... 👇 You've got: - die hard cold callers - targeted email marketers - mass emailers (scrape/buy emails and send as many as you can) - LinkedIn Automaters (not sure if that's a word) I've seen recruiters have success in client acquisition in each area, but there is a lot of disagreement about which is the best! 🤔🤔🤔 Let's assume you have 10 hours per week to get new business but can only pick ONE of the above to get clients and grow.... Which would you choose and WHY? Which one in your opinion gets you the BEST results? Throw your punches🥊🥊🥊 - I mean - reasoning 🙈 - in the the comments 💪

How would you guys respond to this CTO lead? This was from a cold email campaign. The "what is your fee" question is how 80% of my client relationships start 😂 Penny for your thoughts! 🙏

Hey folks, I'm the founder of Asta Ventures. Asta HR, our recruitment division is now looking for collaborators to work with, in closing our US requirements in tech, pharma, healthcare, and manufacturing. Looking forward to working with recruiters who are open to a revenue share model and with experience in the fields mentioned. 50-50 revenue share for the collaborator, per position closed. The collaborator will be responsible for sourcing, screening, and documentation. Open to discussion. Cheers!