Hi everyone, Today we’re hosting a Q&A where you can ask all your questions about social recruiting ads or running your own social recruiting agency. You can join via the calendar. See you there!

Job boards are fading. Social recruiting is taking over. And for entrepreneurs, that’s a potential goldmine. Recruiting has become marketing. And many companies haven’t realized it yet. But the shift is already happening. The days of “post and pray” on job boards are over. They barely reach a fraction of the talent pool—and rarely the people businesses actually want to hire. So where are the ideal candidates in 2025? Scrolling social media. They’re not actively job hunting—but they’re curious. Open to new opportunities—if you know how to reach them. That’s where social recruiting comes in. Smart ads. Laser-focused targeting. Seamless funnels.And yes—better candidates, faster, and at a fraction of the cost. 💡 While traditional recruiters are burning thousands on outdated tactics,we’re getting high-quality applicants for just $3–$10 each. This isn’t the future. This is already happening. Still, I see so many businesses stuck in the old way. Reposting the same job ads to the same platforms—and wondering why nothing changes. Which means one thing: 👉 There’s a massive opportunity for entrepreneurs. 👉 Millions of businesses need help making this shift. 👉 And there’s a proven, scalable agency model ready to tap into. Social recruiting isn’t a trend. It's becoming the new standard in hiring. Will you lead the change, or miss out on the opportunity? Thinking of starting your own social recruiting business? Or already in recruitment/marketing and ready to adjust? Drop a comment or DM me. I’d love to connect.

The perfect candidate?They’re already employed. They’re not scrolling through job boards.They’re not browsing your careers page. And yet… they are reachable. How? Social recruiting. Smart, targeted campaigns that show up exactly where your ideal candidates spend their time: On social media. Here’s the truth: Around 80% of top talent isn’t actively job hunting.But that doesn’t mean they’re not open to a better opportunity. Social recruiting flips the script. You’re no longer hoping they stumble onto your careers siteor spot your post buried among thousands of listings. Instead, you put your opportunities in front of them—with the right message, at the right moment, on the right platform. What does that get you? 🎯 Your open roles reach people who aren’t actively looking but are open to change 🎯 A steady stream of qualified applicants—on autopilot 🎯 And a major advantage over competitors fishing in the same crowded talent pool So maybe the real question isn’t: “Where do I find the right people?” But rather: “How do I get the right people to notice my opportunities?” Because they’re not out there searching for you. You need to grab their attention—on their timeline—with a message that actually resonates. Curious what social recruiting could do for you? Shoot me a DM. I’d love to show you.

You guys also struggling with getting qualified candidates through your outreach? Have found it really hard over the last couple of weeks. I have a feeling a bunch of you are in the same boat. Am thinking about how to solve it. Here’s what I believe makes sense right now (should be like $20 to test properly): 1. Build a quick landing page that pre-qualifies applicants (Google Sites or Framer is fine). 2. Run a micro ad campaign targeting your ideal job titles and locations — literally $5/day on Meta. 3. Plug in an AI form that filters and auto-replies to solid leads so you only deal with serious candidates. Anybody got thoughts? Hope this helps someone 🙏 — and happy to walk through it if anyone gets stuck. Thanks!

This may go a bit outside "social recruiting" but just watched a video on YouTube with a strategy that I'm testing and getting some results with. In addition to social media, you can post jobs on Indeed and create an automated message that gets sent to applicants once they apply, driving more (warm) traffic to your Perspective funnel. The message asks them to click the link and complete a quick 1 minute form to "jump the line so their application gets reviewed first." This helps to filter some of the "junk" from job boards, because only people who read their messages and are serious about applying will take action. Currently getting about 40-50% of these applicants to complete the quiz on Perspective, which then connects to GHL where they immediately get an email, voicemail, and text message. From there, they're prompted to start a one-way video interview. Once they submit the video interview, I can review their responses and create a shortlist of top candidates for the client/business owner to review. Just an idea to combine job postings with your Perspective funnel to get more applicants.