In this email 👇

• Priorities. The dos and don'ts

• Fill that job! 4 options to fill job reqs

• Split-fees. 3 platforms you can use today

I’m not here to sugar-coat anything.

Building a book of business in staffing is HARD WORK.

But without a book of business, there is no business 😅

Before getting into what to do, here’s what NOT to do:

❌ Don’t buy an ATS. Free options are out there.
❌ Don’t buy an expensive contact database. Cheaper options exist.
❌ Don’t pay for an expensive website. It will change within 12 months.
❌ Don’t forget about your taxes. The IRS is very real!
❌ Don’t forget you will have business costs. This is not a bad thing…

Here are the questions you should be asking:

1. How am I going to get my 1st client?

2. After I get my first client, how am I going to fill that first position?

3. What is my operational cost?

4. Do I need a service agreement contract? Of course you do…

Multiply yourself.

Define your ICP: If you’ve done this right, you’ll know the:

• Type of job(s) your targeting

• Title of the person you should contact

• Target size of the company

• Location of the company

So now that you know who to talk to and where to go, start selling!

⏩ Fast forward - you got your first job order!

(How I go about getting job orders - coming soon, very soon 😎)

Fill that job!

Surprisingly, most people I speak to that went out on their own miss this step.

Don’t get caught with you pants down! Things happen suddenly.

Prepare for success, it will happen 🤝

At this point, you have four options:

1. Pay an hourly contract recruiter to try and fill the role.

2. Fill the role yourself.

3. Partnership.

4. Split-fees.

My recommendation:

❌ Don’t pay an hourly contract recruiter. This will increase your operational cost with no guarantee of return income - tough gamble in this stage.

❌ Don’t fill the role yourself. You need to keep going on business development. If this stalls, your revenue cycles will too.

✅ Partnership

✅ Split-fees

🤝 Partnership

In recruiting, you have sales and delivery. Most are good at one, but not so great at the other. So teaming up with someone to split responsibilities without up front cost is attractive not only in the short-term, but long-term too.

💸 Split-Fees

The same advantages when it comes to splitting responsibilities exists. Split fees are exactly what you would imagine, split the monies from the placement.

Example(s):

👉 $28,000 placement

Split: 50% | 50%

• Recruiter: $14,000

• Sales: $14,000k

Another example (different split):

• (40%) Recruiter: $11,200

• (60%) Sales: $16,800

Structure this how you may, but I urge you to be realistic.

The longer I’m out on my own, the more I hear people trying to do 80 | 20 or 85 | 15 splits with the justification that it’s double the money someone would make at a staffing agency, like Robert Half or Adecco.

I guess that’s true...

Just not the way I thought of it, nor do I think quality recruiters will go for that low of a split (I wouldn’t).

But hey… that’s recruiting right?

You get the talent you pay for.

Here are 3 split-fee platforms you can use:

🔥 Paraform - My favorite option to date

🔥 BountyJobs - OG platform

🔥 Upwork - Post a job, set compensation at 100% commission.

What’s Next…

👉 How to play the tax game... 👀

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See you next week, friends!