Adriane Schwager

Many recruiters & agency owners are waiting on the Fed's interest rate updates since high interest rates are negatively impacting almost every market. However - a little reminder from my recent convos in the agency recruitment market... There ARE recruiters who are doing really well right now, despite everything! In fact, some are having their BEST year (e.g. an incredibly talented recruiter I placed already hit $1M YTD in perm billings - you know who you are, SO proud of you! ;) A 2021/2022 best year was typical for most recruiters, but it's highly atypical for 2023/2024 to be a best career year - those recruiters intrigue me and I ask many questions to try to figure out what they're doing differently. In my findings so far, these recruiters are: - Not blind to the tough market, BUT aren't allowing it to pre-determine their fate. - Focused on building genuine, mutually beneficial long-term client relationships = winning business in a time when when clients are selective on agency fees and very picky about vendors. - Demonstrate in-depth market knowledge to clients = clients care to invest in the relationship and don't expect the recruiter to be a resume mill with no feedback. - Are comfortable filling high level, niche, hard-to-fill roles = most likely to get sign off for 3rd party agencies right now. - ALL are full desk (at least 50% of their time spent on clients/BD) since it gives the the highest degree of influence in the process. - Not chasing random, one-off clients for a quick fee. They're sticking to their target relevant clients = winning repeat business. Quick cash grabbing, niche hopping recruiters are struggling. - NOT dropping rates to be the cheapest vendor. Instead, focused on clients who see their value & invest in a true client/recruiter partnership. - If anything, being more stringent about their process & maintaining high standards ensures better placements & higher retention rates. - While competitors are pulling back, they're playing offense to grow market share. I'm fully aware that many recruiters are feeling a bit defeated because they express this to me. Feel the feels, but don't fall into the rut of thinking it's impossible! Just because it's harder doesn't mean it's not gonna happen - plenty of recruiters are making it happen, so why not you?? Giving up on yourself and tapping out mentally is the ONLY definite guarantee that you won't make anything of your desk, even if it's a grind. Yes, you have to hustle harder, but take solace in the fact that *every* recruiter/agency is experiencing the same thing. High performing recruiters haven't discovered a magic pill to avoid the macroeconomic market conditions haha What they ARE doing is consistently executing the basic reps, maintaining an optimistic mindset + hustling hard = a winning combo that's available to EVERYONE. Remember, all it takes is ONE call to completely change everything so keep going! LFGGGG

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TIRED OF BEING OVERCHARGED BY RECRUITING FIRMS? Break free from the 25-30% first-year base salary fees. High fees can strain your budget and make it difficult to find the right talent for your organization. You need a recruiting partner that offers transparent, affordable pricing without compromising on quality. At Avant Search, we're revolutionizing the recruiting industry with our unique pricing structure. We start at only 20% of the candidate's first-year base salary, excluding bonuses and incentives. Plus, we lower our fee to 18% for the first five placements in a calendar year. Our goal is to be an extension of your talent acquisition team or HR department. We take the time to understand your organization and become your go-to partner for pitching to prospective candidates. With us, you can expect transparent pricing and equal treatment for every client. No hidden fees, no black box – just a commitment to delivering exceptional talent at a fair price. If you’re interested in experiencing the Avant Search difference, please reach out!

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🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

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Attn Hiring Mgers Unsure whether to opt for a Fractional Executive or Consultant? ➡️ Let's weigh the options. While each may bring similar skillsets to the table, a Fractional Exectuive is going to help you solve complex challenges and/or get a project done so that your business can advance. ➡️ We know finding just the right expertise can be daunting. Schedule a call to learn about our extensive roster of Fractional execs and how we quickly identify top talent. ➡️ Calendar: https://bit.ly/4brcl8P #HiringAdvice #CareerTips #JobSearchAdvice #RecruitmentInsights #InterviewTips #Insurance #Insurtechs

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https://lnkd.in/gap_-du8 How to Price out temp to hire fees We’re often asked how one should price out conversion fees (i.e. temp-to-perm hire fees at the end of the assignment). Understand this — there should be no single way to price a conversion fee. However, by using simple math, it will be easy for you to determine the best price to charge your client or a search fee, if any, should they want to hire your contractor permanently. First, you need to figure out what your search fee would have been had you placed them directly as a permanent placement. For example, a $20/hour person would earn $40,000 a year. If your fees are 25%, then you want to start by trying to recoup that normal $10,000 perm fee via your temp gross margin. MARGIN IS MARGIN IS MARGIN. Therefore, you might feel comfortable perhaps giving away the temp for free with no conversion fee if you ended up making your $10,000 fee already on margin. Similarly, you might be fine to give away a temp for free if you had a high enough markup/margin percentage that would yield over $10,000 in temp gross margin. Finally, you would want to consider, let’s say a $2,500 conversion fee should your temp gross margin dollars amount to only $7,500 for the length of the assignment. Your Search Fees Can Be Baked Into Your Contract Margins! What’s more, you can also build your permanent hire fees into your contract margin. Let’s use an example where you would have agreed to a $10,000 permanent placement fee. Using a bill-rate example of $45/hour Bill and $30/hour Pay plus burden, you can make the same fee after only 6 months of contract work, including EOR fees! Since you’d be making a better deal this way, you can place the contractor as a free conversion provided the contractor remains in place for the full 3 months of this assignment, or discount the fees for a shorter timeframe. You will still be making more money than you would with a permanent one-time placement while strengthening trust with your client, and conveying that you truly have their business needs as your top priority is also important to communicate that you may actually decide to charge a lower total fee (conversion fee plus temp margin) than your standard search fee. As you would have learned in Staffing by the book, this is because your expected value or placement ratio will be significantly higher than if you went the search only route. As such, you will make more over time by charging less. (continue scrolling) Read all of this and more in our 44 page free ebook, "Staffing By The book" https://lnkd.in/gap_-du8

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7 ways 𝗔𝗡𝗬 business owner can increase their profit margins: 1. Incorporate affiliates into your monetization strategy 2. Start hiring more overseas talent at $5-10/hour 3. Create a lot of social media content using overseas talent. Organic marketing is king, and way cheaper than paid ads. 4. Invest in more AI tools, and hire an AI specialist to come in and install ways to be more efficient. 5. Create better SOPs and daily check-ins. This goes a long way for maximizing team efficiency and productivity. 6. Make your team HAPPY and incentivized. 7. Create more niche products or services aimed at a very specific target audience. This allows you to raise your pricing and reduce competition. At any point in time, any small to medium sized business can do so much to increase margins. Hope this post helps and if you need any help with overseas hiring, hop on a free call with my team here: https://lnkd.in/g8iJPjEA

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PSA: Please put the market/profile/technical term of whatever it is you recruit for on your LinkedIn profile in a visible and obvious way. In other words, please do not make your candidates, clients, and/or headhunters looking to recruit you 😜, etc. go into Sherlock mode to find out what market you service. You'd be shocked how many agency recruiters just list their agency, their title (recruitment consultant, principal consultant, executive recruiter, etc.) but NOT THEIR MARKET. So then you have to snoop around like a PI, digging into their posts, activities, any links they drop, working with nothing better than breadcrumbs to find out what on this earth these folks recruit for! As a headhunter for the staffing and recruitment industry, it's STILL shocking how many agency recruitment professionals DO NOT LIST their specialism of what/who they recruit. This applies for the 1 month'er as much as the 5 year'er. Scary how they still don't have this listed clearly!!! So, please, do everyone a favor. Please list out your market of which you serve (i.e. biostats, marketing and creative, Accounting & Finance, Workday, Cyber Security, Operations, etc) on your LinkedIn profile. Literally any keyword is better than NO keyword. This is exactly how you get all sorts of unwanted attention from random job seekers. It's already bad enough the volume of inquiries received with proper keywords listed, imagine the inboxes of those with no specialty displayed! 🤯 Have you seen this!?!? #r2r #rec2rec #headhunter #sales #headhunters #recruiter #recruiting #recruiterlife

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The last 10 days have been spent with Avionté Staffing Software #connect conference, client meetings, and some personal time. Below are some #thoughts to #trends I heard: 1. Being a staffing owner today, is hard. Between uncertain market conditions, an election year, interest rate highs, and the demand from our customers, several of us are seeing pressure on reduced margin, elongated payment terms, and unrealistic demands our clients seemingly have come to expect. This is making it even more important to have the RIGHT clients and partners, and those that are able to be nimble to solution architecture and be flexible on price offerings are poised to grow the most over the next several years 2. Staffing owners understand the importance of needing technology in their day to day and for the agency to run effectively, however with the above mention in 1, it’s hard to buy or adopt ALL the technology they have coming at them from all directions. Also, there seems to be a disconnect from CFOs/C-Suite when it comes to how ROI is compared, and whose presenting it from the value prop perspective. This can lead to quick, unrash decisions to cut potentially valuable tech that’s costly to take chances where the grass isn’t really greener on the other side. Companies that are able to articulate clearly why they need the products, a roadmap to how to gain adoption, and clear expectations being set as the solutions are deployed, are the best use cases I’ve seen over and over where it constantly leads to ensuring the right technologies remaining in the stack, and fruitful partnerships lasting longer. 3. My pricing/margin pressure hypothesis is that with total talent solutions like #directsourcing starting to evolve into v3 models, staffing firms that don’t play by the rules, new state legislations, and GIG platform adoption, it isn’t shocking that our buyers are getting the perception that there are better cost models than traditional staffing mark-ups in the market today. Companies that have adopted these solutions (minus the one that drives us all crazy) are starting to get real market share opportunities with their clients/partners. These all have major upside for companies who can adopt them into their strategies and deploy them into their clients moving forward. 4. Adoption in tech from both internal users and clients remain ares of opportunity for companies deploying technically advanced solution architecture. The rise of #AI, Vendor Management Solutions (VMS,) Curation platforms, engagement platforms, scheduling platforms, and other technologies focused at #talentcommunities and #talentenablement are dominating our market. There are a lot of redundancies in some of these #platforms, and you need to ensure that your clear on the personas your asking to adopt in these areas. Would love to hear some comments from some of my peers: Dan Mori David Folwell Jack Barnes Justin Clarke Tim Rhodes, CCWP Rick Roberts Adam Day Matthew C. Begley Chris Leigeb

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The Latest HR Blog Post from Remote Jobs In HR. Recruiting Boolean Searches To Find Candidates And Resumes | Remote Jobs In HR Boolean Searches For Recruiters - Discover how Boolean searches can help recruiters find top talent. Learn where and how to use Boolean operators and advanced techniques to improve search accuracy and efficiency in recruitment. https://buff.ly/4d1xhUU View more at - buff.ly/4cZEHIl

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There are data points every experienced AGENCY recruiter should investigate when moving agencies. Although my speciality is placing experienced headhunters/staffing salespeople, it's rare that two deals of mine are the same since many factors are involved. Considering JUST base $ overlooks things that can strongly impact your ability to bill. 📍 Risk profile A startup is riskier than a well established firm with a strong market presence. Higher risk should = higher reward which can be VERY attractive for proven billers who can build a desk from scratch, but this route typically comes with a longer ramp up time + upfront comp should be adjusted accordingly. For recruiters without a strong cold sales background, though, it's risky so beware. 📍 Ownership Regardless of desk temperature (cold/warm/hot), you NEED to know client/candidate ownership determination + enforcement. V lengthy/aggressive ownership periods that work against newbies in an established business, but work FOR you when building from scratch. 📍 Career path Some recruiters dream to manage, while others want to be solo superbillers. They're different skillsets & most aren't naturally good at both - lean into your strengths and make sure your agency is aligned on how they'll judge your success. 📍 What does the agency pay for/offer for tools/resources? Ask about the tech, tools, and resources that are provided by your new agency. Since there's no standardized tech stack industry-wide, and some agencies are SUPER CHEAP, make sure your new firm will give you the resources to max your desk. 📍 What's the agency's end goal/timeline? Is your agency looking to sell soon? Have they recently been acquired & need to show max ROI for the new owner? Is it a boutique, lifestyle business or are they aggressively growing headcount? What are their success metrics (revenue, margins, headcount, etc)? It is CRITICAL to know the answers as they directly impact your day-to-day approach, career trajectory there, odds of achieving YOUR goals, and how this move plays into your overall career strategy. They likely will NOT tell you this info outright so you have to be a detective and dig deeper as part of your due diligence. Trust, but verify. THIS is the information you need to gather before accepting an offer. Often I hear from recruiters who rushed into a move, so caught up in the excitement that they failed to dig into an agency's strategy which ended up biting them in the a**. Moving *just* for a $5-20k base increase is a dumb way to manage your career as an experienced revenue generator since protecting your ability to bill is paramount, ESPECIALLY important for high performing full desk recruiters who are essentially running their desk as a business. Interview your new potential agency + ask tough questions! I represent proven billers committed to AGENCY recruitment & prep my candidates thoroughly to ask the RIGHT questions. If we haven't already connected, let's talk!

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Our Vetted KIP Search Fractional Network is expanding rapidly! Apply to join here: https: https://lnkd.in/g3N-DFd5 📈 Seeking Top-Tier CFOs, COOs, CMOs, CHROs, and CTOs! 📈 But don't stop there—other CXOs are welcome to apply too! 💼 Apply Now to Transform Your Career and Connect with High-Profile Clients! 💼 👉 If you have the expertise and drive to make a significant impact, now's the time to step up and get on our list! The first step to become a Vetted KIP Search Fractional Provider is to fill out the form! 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝗯𝗲𝗶𝗻𝗴 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗺𝗲𝗮𝗻? ✅ High-Profile Client Connections ✅ Exclusive Events, Resources, and Best Practices ✅ Featured Availability in Client Communications and Client-Only Portal Let’s Make an Impact Together! --------- My name is Kip Knippel, CEO of KIP Search. I am committed to transforming leadership teams through better executive hiring, development, and coaching while also helping executives succeed in their chosen paths, whether traditional or fractional. 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗳𝗶𝗻𝗱 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲? ♻️ Reshare to your network! 🚀 Follow me for more! #leadership #management #Fractional #fractionalleader #fractionalcxo #leadershipdevelopment #employeeengagement #leaders #people #leadershipfirst #leadershipfirstquotes #executivesandmanagement #inspiration #CareerGrowth #FractionalExec #Fractional #FractionalCOO #FractionalCFO #FractionalCMO

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In today's fast-paced business environment, staying ahead means being agile, innovative, and resourceful. At QT Outsourcing, we pride ourselves on being the trusted partner that helps businesses turn challenges into opportunities. 🔍 Did You Know? Outsourcing can help businesses save up to 60% on operational costs while improving efficiency and focus. Imagine what your business could achieve with that extra time and resources! 🛠️ Our Secret Sauce: 💥 Proactive Solutions: We don't just respond to problems; we anticipate them. 💥 Passionate Team: Our team is dedicated to exceeding your expectations. 💥 Innovative Technology: Leveraging the latest tech to drive your success. 💥 Collaborative Approach: Your goals are our goals. We work with you, not just for you. Client's feedback: Here's what our client from the United Kingdom has to say: "QT Outsourcing has been a game-changer for us. We have observed a significant boost in our productivity, efficiency and revenue in the last 2 quarters of 2024" ✨ Join Our Success Story: Whether you're a startup looking to scale or an established company aiming for greater efficiency, QT Outsourcing is here to help you achieve your dreams. 🌐 Ready to Elevate Your Business? Visit us at www.qtoutsourcing.com or drop me a whatsapp or a text message on +44 20 8129 4662 to find out how we can make a difference together. #InnovateWithQT #BusinessTransformation #OutsourcingSolutions #ClientSuccess #QTOutsourcing

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🚀 Tech Sector Recovery Accelerates! As of April, IT unemployment dips to 2.8%, marking a steady decrease from February's spike. 💼✨ 📈 April saw nearly 4,300 tech jobs added, with a whopping 415,000 active postings signaling a robust demand for tech talent. Is your organization ready for this tech talent gold rush? 🌟🛠️ 🔍 With IT spending projected to hit $5.1 trillion in 2024, driven by AI and infrastructure upgrades, the landscape for tech careers looks brighter than ever. What strategies is your company implementing to attract this in-demand workforce? 🤔💡 🔗 Dive deeper into the trends: https://lnkd.in/gasRcDbF #TechJobs #TechTrends #CareerDevelopment #PrivateEquity #PrivateEquityFirms #ChiefInformationOfficer #ChiefTechnologyOfficer #ChiefProductOfficer

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If you’re an agency recruiter w customers on platforms you’re trying to reach - content matters. It’s still the top top differentiator and weapon in your arsenal for the next 5-15 years. Personal branding matters so so much bc marketing and sales go hand in hand. Take up the mantle and put yourself out there. Seriously. It’s the way to work smart these days. What do you think? #sales #recruitment #recruiter #headhunter #headhunters #agencyrecruitment #recruitmenttraining

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Looking to hire a Head of Operations!! Look no further than this candidate!! Let's set up a time to speak with her!! 💠 FlanStaff Candidate - Head of Operations - Austin, TX 💠 💠 Proven Product Visionary 💠 Successfully directed the product vision and roadmap for a product line generating over $9.5M in ARR, demonstrating a strategic approach to driving competitive advantage and revenue growth. 💠 Operational Excellence Leader 💠 Spearheaded the unification of three product lines into a streamlined workflow, improving delivery times by 30%, reducing customer bugs by 66%, and saving $633K in recurring vendor costs, showcasing a strong ability to enhance operational efficiency. 💠 Strategic Program Management 💠 Led a critical post-acquisition customer migration project, preserving $16M in ARR, and managed the sunset of four additional features and products, highlighting expertise in handling complex, high-stakes initiatives. 💠 Innovative Product Development 💠 Identified and capitalized on product gaps, adding $1M in ARR with a projected $2.5M ARR by 2025 through enhancements in payment offerings, underscoring a knack for market-driven product innovation. 💠 Transformational Leadership 💠 Directed a digital transformation project, migrating to a new support platform, and restructured the product education department to create scalable training programs for 700+ clients, demonstrating exceptional leadership in driving organizational change and capability building. #Hiring #HeadOfOperations #Leadership #OperationalExcellence #StrategicManagement #ProductVision #Innovation #DigitalTransformation #CareerOpportunity #JobOpening #hiring #imhiring      

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📈 💲 For $10...this is probably one of the best purchases you can make... 🔗 >>> https://a.co/d/02wBjoln <<< 🚀 Unlocking Business Potential with the VTO from Gino Wickman's "Traction" 📈 🔍 Clarity in Transition: As I navigate my journey from being the business owner of Press and Associates to a partner at Eastward, I find myself re-reading/studying Gino Wickman's Vision/Traction Organizer (VTO) from his book "Traction". It has been a game-changer as a founder, and it is proving to be very beneficial once again as I organize my thoughts around the next 5 years of my career. It offers a structured approach to maintaining clarity during significant transitions. 🎯 Focused Goals and Objectives: The VTO helps articulate future goals and objectives with precision. This clarity is crucial when selling a company, ensuring all stakeholders are aligned and moving in the same direction. 🏢 PE Firm Insights: For private equity firms, the VTO proves invaluable during due diligence and the critical first 100 days post-acquisition. It ensures that the strategic vision is not only clear but actionable, paving the way for seamless integration and accelerated growth. 📚 Personal Endorsement: Using the VTO has been transformative in my current transition. It’s not just a tool; it’s a blueprint for success. For anyone in business, whether you’re scaling, transitioning, or optimizing, Gino Wickman's VTO is an essential asset for achieving and sustaining traction. #BusinessStrategy #Traction #Vision #Goals #PrivateEquity #First100Days #PrivateEquityFirms #Leadership #BusinessGrowth #VTO #GinoWickman #Transition #Clarity #SuccessPlan

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A contact recently hired a search firm to help him hire a CRO for his Series A tech firm, which was a recommendation made by their VC. The end result was not favorable, so in honor of helping him and others in his situation... When interviewing a search firm, a hiring company should ask questions that help assess the firm's capabilities, experience, and approach to ensure they are the right fit. #WeAreEastward

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