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They joined you in 2021 on big salaries. They couldn't perform in the 2024 market, so they moved on. Now they're buildin...
18/08/2026

They joined you in 2021 on big salaries. They couldn't perform in the 2024 market, so they moved on. Now they're building the exact business that competes with you.

I keep noticing this in recruitment.

The senior leaders hired at the top of the market, £150k plus, quietly moved on when the numbers stopped working.

Fine. Happens.

But here's the bit that catches me. They weren't replaced with bigger and better.

Most weren't replaced at all.

And a good chunk of them didn't retire or go internal. They started their own firms. Same sector, same clients, same candidates. Competing directly with the business that used to pay them.

They'll be building right now. Lean, hungry, no overheads, and they know your playbook because they wrote half of it.

Meanwhile back at the business they left, who's actually managing the teams?

Or are there 200 consultants sitting in an office somewhere unsupervised, perish the thought.

I don't fully know how this plays out yet. But cutting the leadership layer to save cost while your former directors set up across the road doesn't feel like a saving to me.

It feels like funding your own competition.

5 moves a recruiter I placed made under my guidance. His pipeline flipped.The profile change was the smallest part. Ever...
06/08/2026

5 moves a recruiter I placed made under my guidance. His pipeline flipped.

The profile change was the smallest part. Everyone starts there anyway.

1. He rebuilt his profile around problems he solves.
Headline, banner, featured section. All pointed at his ICP's pain, with client wins as proof. First impressions sorted.

2. He posted 3-5 times a week. No excuses.
Client transformation stories, market takes, industry stuff. Consistency did more than any single post.

3. 30 minutes a day engaging with his ICP.
Not scrolling. Real comments on decision-makers' content, so they knew him before his posts ever reached them.

4. 20 connection requests a day.
He's nearly at the 30,000 limit and still going. Right person, right level, right company. No pitch in the request. None.

5. A simple follow-up once they accepted.
Value first. Shared something useful, engaged with their content, built the relationship. Services came up much later, if at all.

Most recruiters do number 1, wait a fortnight, and give up.

He did all five, in order, every week. That's the whole trick, honestly. The boring bit is the lever.

31/03/2026

Internal, US roles :-
As they continue to grow, our clients in Santa Barber, California are looking for an enthusiastic Full-Cycle Recruiter who is ready to make a significant impact on our talent acquisition efforts.

Role Overview:
We are seeking a driven recruiter with 2 to 6 years of experience to join our dynamic team. This is an exciting opportunity for someone looking to take ownership of the recruiting process and help shape the future of our organization. If you have a strong background in recruiting, particularly in a fast-paced, venture-backed environment, we want to hear from you!

Key Responsibilities:
- Manage the full recruitment cycle for technical roles (especially engineering) and go-to-market roles (particularly Account Executives).
- Develop and maintain relationships with candidates, providing an exceptional candidate experience throughout the hiring process.
- Collaborate with hiring managers to understand team needs and align recruitment strategies accordingly.
- Leverage various sourcing techniques to attract both passive and active candidates.
- Sell the company’s culture and opportunities effectively to potential hires.
- Ensure meticulous organization and follow-up throughout the recruitment process.

Ideal Candidate Background:
- Experience as a recruiting coordinator promoted into a recruiting role.
- A background as a full-cycle recruiter at a venture-backed B2B SaaS company or a reputable tech organization.
- Training in a strong talent organization at a larger company, ready for a more substantial ownership role.
- Experience in a Series A, B, or C environment, with a track record of rapid learning and adaptability.

Desired Traits:
- Hungry and Ambitious: A strong desire to succeed and grow within the recruiting field.
- Meticulously Organized: Ability to manage multiple candidates and processes efficiently.
- Excellent at Follow-Up: Strong communication skills to keep candidates informed and engaged.
- Candidate Experience Focused: Committed to providing a positive experience for candidates.
- Enthusiastic and Personable: A warm and friendly demeanor that makes candidates feel valued.
- High Agency: Ability to take initiative and drive results without being micromanaged.
- Persuasive and Charming: A natural ability to connect with people and make them feel excited about opportunities.

Why Join Us?
- Opportunity to shape and influence our recruiting strategy.
- Work with a passionate team dedicated to
- Competitive salary and benefits package.

If you’re ready to take the next step in your recruiting career and be a part of our journey, please apply with your resume and a brief cover letter explaining why you’d be a great fit for our team.
Apply Now! [email protected]
+447757607879
In this world full of scammers, I fully acknowledge any scepticism. Please feel free to WhatsApp me. You will not be charged for this service. There will be no bank details required. Or payment of any description.

19/03/2026

Philadelphia recruiters it is now compulsory when you make your first deal to run up the steps 🥊🎬🎞️🎥
I am looking to speak with tech recruiters based in the US. I have specific roles available in Miami Philadelphia, New York. And California please reach out for a confidential conversation. This is a salaried staffing position.

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