September 10, 2023 • 40 mins
Ever dreamt of turning your side gig into a full-throttle business? We've got Jon Chintanaroad, Founder of Recruiting Accelerator on the show, who will reveal how he accomplished just that. From navigating the uncharted territory of recruiting with no prior experience, to establishing a thriving recruiting business - Jon's journey is the perfect blueprint for those seeking a similar path.
Jon will share his transition journey from a traditional 9-5 job to a successful entrepreneurship. He discusses how he got started, the role his top clients played in encouraging him to go solo, and the exhilaration of earning his first paycheck of $16,000. We'll also explore why the recruiting industry remains robust, and why companies often outsource their headhunting tasks to agencies like Jon's. Let's promise you, by the end of this episode, the recruiting industry won't seem like a closed book anymore.
But it's not all business and no play. We’ll be diving into the undeniable perks associated with the recruiting industry, such as the potential to double your income. We also debunk the misconception that recruiters need to be based in high-paying states to earn a hefty salary. And get ready to pick Jon's brain about his impressive recruitment accelerator program, the power of leveraging your network, and how to engage with passive candidates. Remember, it's not about the size or reputation of your agency, but about identifying the right candidate. So buckle up and let's get ready to hustle!
As you're inspired to embark on your own side hustle journey after listening to this episode, you might wonder where to start or how to make your vision a reality. That's where our trusted partner, Reversed Out Creative comes in.
Specializing in strategic branding and digital marketing, Reversed Out Creative is an advertising agency dedicated to helping you turn your side hustle into your main hustle. With a team of experienced professionals and a track record of helping clients achieve their dreams, they are ready to assist you in reaching your goals. To find out more about how they can elevate your side hustle, visit www.reversedout.com today and start your journey towards success.
Our blog is also full of great information that we work hard on to provide you with a leg up on the competition. We also recently launched our YouTube Channel, Marketing Pro Trends, which summarizes all of our blog posts.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 2 (00:11):
Welcome to Side Hustle City and thanks for
joining us.
Our goal is to help you connectto real people who found
success turning their sidehustle into a main hustle, and
we hope you can too.
I'm Adam Kaler.
I'm joined by Kyle Stevie, myco-host.
Let's get started, all right.
(00:31):
Welcome back everybody to theSide Hustle City podcast.
Kyle Stevie not with us todaydoing some family stuff, but
John Santana Chintana wrote youare with us today, special guest
, talking about recruiting.
Speaker 3 (00:44):
Hey, thanks for having me, Adam.
Yeah, we appreciate it.
Speaker 2 (00:47):
We appreciate you being on the show.
This is awesome.
So this is something a littledifferent.
I always tell people like heylook, you know, there's these
old tried and true side hustlesthat have been around forever,
the real estate agent stuff wewere just talking about
insurance agents, financialadvisors, like these are all
things that people have done.
I would say, definitely, realestate agents have been a side
hustle forever that people turninto a main hustle.
(01:10):
But nobody's ever come on heretalking about creating your own,
you know, recruitingaccelerator, your own recruiting
side hustle and you own anaccelerator program, right?
Speaker 3 (01:23):
Exactly right.
So our program recruitingaccelerator we help people who
want to start their ownrecruiting business, basically
become an independent recruiter,and usually people have a nine
to five, whether they work in acorporate recruiting role or an
agency recruiting role or thenon-recruiter at all, and they
want to kind of just test thewaters, do it on the side,
(01:43):
independently, after they make acouple of recruiting deals.
And for those who don't know,the average fee for a recruiter
is 20% of your candidates' basesalary, their first year base
salary.
So if you're placing engineersat 150k a pop, then that's a
$30,000 fee, right, so reallyhigh fees.
And once they make one or twoof those placements, right, we
(02:04):
call them.
Then usually they're all in andthey'll just go full time
because they get a taste ofmaking that type of money.
So that's kind of what we helpwith.
That's been my personal journey, going from a recruiter to
recruiting business owner andnow helping people who kind of
want to do the same thing.
Speaker 2 (02:19):
I love it, man.
So tell me about yourbackground.
You know how did you get intorecruiting and then how did you
pivot from being a recruiterinto this idea that, hey, I'm
going to create a recruiting?
Speaker 3 (02:30):
accelerator, sure.
So I like most peoplerecruiting.
I kind of fell into it.
You know, no one ever, you knowthere's no like college major
for recruiting, right Like youdon't have a real plan of doing
it.
Yeah, I actually walked into astaffing agency just looking for
a job and they ended uprecruiting me to go work for
them.
So like, well, I was thinkingof that, but sure, let's, let's
(02:51):
give a shot.
You know, and I thought, Ithought, I thought to myself,
interesting, I never thoughtabout a career recruiting.
But you know, like I likepeople, I'm a fairly extroverted
and and I I think I alwaysconnect friends with other
friends who are looking forstuff.
So I think I've ended upaccidentally like helping people
recruit, but it's never gotpaid for it.
So I thought, why not, let'stake a stab at it?
And I really liked it.
(03:12):
And you know, a lot of times Iwas helping out people who are
who needed a job, right, likehey, I need to work, really kind
of just low level, entry leveltype of stuff.
It was really rewarding.
Like hey, john, thanks forfinding me this, this three
month contract or two weekcontract, I can pay my bills, I
can pay my rent.
So it was like morallysatisfying, right, it was good
karmic energy.
The bad part is I wasn't makingany money right?
(03:35):
Because, like, when you playsomeone on an hourly basis, it's
more in the world calledstaffing.
You staff hourly people.
Then you have to decline ortell you okay, here's how much
I'll pay, here's my bill rate,I'll pay this bill rate, you can
bill me, and then we'll.
We'll take that like say it's50 bucks an hour, then we'll
find the person who could workfor the lowest amount of pay so
(03:55):
we can keep the difference withthe margins and because we're
paying as low as we can, it'shigh turnover.
And then my commission was apercentage of those really thin
margins.
And so my comments is a lot ofwork for not a lot of money,
right.
So then that's where I kind offound out about recruiting.
So staffing is the hourlyworker thing.
Recruiting is where I mentionedearlier.
You place full time salarypeople, you get a commission of
(04:18):
you know a commission of fromtheir salary and those are much.
It's higher ticket, it's a highticket type of payday, right.
So I got into a boutique firmdoing a technical recruiting and
I was excited because I placedone person at 100 K salary, the
agency makes 20 K and mycommission my percent.
That will be decent, a fewthousand dollars.
It's way better than what I wasmaking before doing the hourly
(04:39):
staffing.
But the problem was I had notechnical recruiting experience.
Like I, you know, I have zerotechnical background.
Like JavaScript or code lookslike the matrix to me, or it's
all just a jublish.
Yes.
So like how the heck am I like?
I think I tricked them enoughto trick them into hiring me.
I was able to convince them tohire me and I found out that if
you have a good Just peopleskills, recruiting fundamentals,
(04:59):
you understand how to kind ofqualify a person to figure out
if they're a good fit for One ofyour clients positions.
It doesn't matter which nicheyou do.
Right, you can be like hey, howmany years of JavaScript you
have?
How many years of salesexperience do you have?
Or tell me about yourproficiency and mechanical
engineering.
It's all the same type of boxyou check.
So that kind of gave meconfidence to learn new niche.
I did well there.
(05:21):
But the problem in that role isthat in recruiting you are
really focused on the candidate,the people looking for career
opportunities.
We don't have exposure to theclient side.
That's like a salesperson orthe owner of the agency will get
clients where they'll convinceVP level hiring managers to use
their services right and paytheir fees.
So we're very insulated.
But the problem was I wasalways dependent on them.
(05:44):
I would find a really goodcandidate, submit them to the
account manager and I'd bewaiting for them to.
Yes, show them to the client'stime to delay.
Sometimes you forget and theyget feedback.
Sometimes they wouldn't get anyfeedback for me, like, hey, no,
they don't like them.
Try again.
I'm like well, what exactlydon't they like?
I thought this person spot on.
So it's very frustrating,especially when my paycheck was
(06:06):
directly tied to this.
Like middleman, I had to likego through, right.
So I thought you know what?
All right, no, no more, I'm notgoing to do any more recruiting
unless I had exposure to boththe candidate and the client.
I can work with the clientdirectly, so that way I can get
direct line of feedback.
You know, it's much faster,right?
So I actually took a break fromAgency recruiting because I
heard the world of corporaterecruiting was cushy.
(06:28):
So I actually got a job atGoogle, right?
So I'm here in the area, yeah.
So I thought you know like,yeah, actually I was trying to
recruit somebody for this likeSales role, and they're like oh
no, I don't do that anymore.
I'm actually a recruiter.
So, but they recruit you.
I'm on your LinkedIn profile,like what?
I'm like I'm not interested,sorry.
Well, I work one of my clients,google.
I'm like tell me more, right,this is back Google.
(06:49):
Google.
Was that shining, yeah.
So yeah, it's a six.
It's a six figure salary, john,unlimited food at their gourmet
cafeteria, super fun.
I'm like, oh my gosh, why am Ispinning my wheels over like
deals and commissions where Ican just like play like, ride
this little multicolor rainbowBicycles around campus and play
volleyball all my breaks rightand and makes six figures like
that's a win-win right.
So I did that for a while andit was really fun, except after
(07:13):
a while it wasn't all funnygames.
It was like really high stress,very demanding.
They make you work for everyevery dollar they pay you and
it's competitive.
I think in the corporate world,you know, my client is just
that one company, google.
So I only recruit for a Googlewithin a specific department.
I always had this fear that ifI did a good job, I'd like work
myself out of a job, likewhether I filled all the
(07:34):
positions you asked me to filland like you had no more to give
me.
So I always had that loomingfear.
And also, I think eventually Istarted kind of keeping tabs
with my friends who stuck withthe agency world and because in
recruiting agencies it'suncapped commissions, they're
making way more than me, right,and I was, so I was being so us
feeling stressed.
I was worried about, you know,working myself out of a job or
(07:57):
them going to hiring freeze andthere's no other clients to like
support.
So if, if your company goes onhiring freeze which is what's
happening right now, right With,with all the layoffs you see
the news, all the tech layoffyou know Google, netflix, right,
facebook doing mass layoffs thefirst people to Let be like, go
our recruiters, because ifthey're not hiring, why the heck
do they need all these internalrecruiters Right?
(08:20):
So, right now, there's a lot oflaid-off recruiters.
I was one of them at some point, which I'll get to in the
moment.
It's really frustrating becauseyou're doing a good job but if
your company you work for justhappens to stop hiring like
you're gone, right, and nowyou're you're on the street
looking for I never thought ofthat.
That's true, yes, yeah, sowe're recruiters are very strong
.
Recruiters are very sensitiveto the economy.
Well, at least corporaterecruiters are very sensitive to
(08:41):
the worst.
Right now, if tech is on theslowdown and your technical
recruiter used to working forAmazon's and Netflix and
Facebook's of the world, goodluck.
And now it's tough, right.
Speaker 2 (08:51):
So they're not gonna like move you into like HR or
something, they're not gonnalike move you around and you're
just expendable at that pointExactly.
So here you are with like a$6,000 a month, friggin rent in
Silicon Valley somewhere, andnow you have no job.
Speaker 3 (09:06):
Yes, exactly, and so that's what I think.
A lot of times people come tous with that because they're
like, shoot, like now, what do Ido?
Like I can't like any othercorporate job of finding this
with some like much smaller, noname company is not compare me
nearly what Google paid me andthey don't want to go into the
recruiting agency world becausethey don't have to start the
bottom effectively and, like youknow, learn the ropes.
(09:28):
So they're kind of this limboplace and so we can help a lot
of people like that.
But toward the end of my Googletime I thought you know what,
like I do miss the world of theagency, like having multiple
clients, of the variety and thefreedom and flexibility.
But I knew that I didn't wantto get back to the world unless
I had client control right.
(09:48):
You know client facingopportunity.
So sure enough, as luck wouldhave it, I got hired to be the
first new hire of a techdivision in San Francisco where
I would be trained on bothgetting the client and and I
already know how to recruit.
So it's getting the client andthen recruiting on the client's
roles on my own.
So it's like double dipping andwhen you find a client and you
(10:10):
actually find the candidate,then you make like the most
commission record.
You did the whole deal yourself.
So I was at that job.
I was making 50% commission.
So for every, you know, 150 per150k, per second place, the
agency will make 30k and I willmake 15k.
I'm like, wow, that's great andI was doing well and that's
getting paid well and life waslike really good, right.
(10:31):
But after a while, I think,just as a logical human being, I
was like wait, I'm doing allthe work.
I'm prospecting for clients,doing sales calls, you know if,
negotiating the contract andthen going out there and you
know, headhunting the candidates, nurturing them, managing the
whole interview process, makingsure the salary expectations are
aligned, make sure the offergets due, they actually start
(10:51):
work, they show up to work.
And then I was the client, likeI'm doing all the work, I'm
still giving half to the house.
So eventually I'm like thisdoesn't quite make sense.
And a lot of people we talk toare like agency recruiter people
.
They're like, hey, I'm kind ofsick of like comparing what I
bill for my agency and when Itake home a paycheck, that
discrepancy becomes like soulcrushing, right, oh yeah.
(11:12):
And so I wish I could say thatI had like the guts to kind of
pull Jeremy Gwyer to storm outthere and grab the goldfish and
grab like you know your box andleave yeah exactly.
Yeah, who's coming with me?
I wish I could say I did andlike most people I thought about
for years like I'd be nice oneday if dot, dot, dot, if all my
(11:32):
ducks are in a row, or if I hadmore money saved up or if the
stars were one.
I know a lot of people probablylistening that you've mentioned
can sometimes end up in thatkind of someday maybe yes game
where their goals end upactually becoming dreams that
they end up forgetting about andyears later they're still kind
of in that little cage of theirengendered servitude right up
that you get stuck man, you gota mortgage you got a car payment
(11:55):
, maybe you got.
Speaker 2 (11:56):
Your kids are in school, you got to pay that.
Yeah, you get stuck in.
The more you wait and postponeyour dream, the more stuck
you're going to get.
Speaker 3 (12:06):
Yes, absolutely, which is why I love the idea of
the side hustle, because itallows you to kind of test it
out safely and validate it right.
But for me, I didn't have theopportunity to side hustle
because what happened was oneday I walked in there hey, bad
news, john, we are laying offyour tire department.
Yeah, we're priming to be to beacquired and we're going to
(12:27):
focus on our bread.
You know our breadwinner, oursales division.
Speaker 2 (12:31):
So another reason people get fired from these jobs
One is they stop hiring, andtwo is acquisition, and they
want the acquiring company thatis doing the acquiring wants you
to get leaner, and that's whathappened in your case is they
wanted to go lean.
They didn't want these expenses, so before they bought the
(12:52):
company, they wanted the currentcompany to do all the dirty
work and fire everybody.
Speaker 3 (12:56):
Yeah, right, Because I was profitable, but not.
You know, everybody on my teamwas because we're still a young
department.
Yeah.
So I was like, okay, we'llshoot, can at least call my
clients, let them know that.
No, don't worry about it.
No, we'll, we'll notify themfor you.
So I was like, well, that'skind of weird.
When I got home, actually, Istopped by a bar, first, had
some drinks to like lick mywounds, suck a little bit, and
then, when I got home, I know afew, a few drinks in me, I mean,
(13:17):
you know what I forget.
I'm just gonna call my clients,like they should hear from me.
So I called my, my top twoclients and broke the news to
them, say, hey, sorry, I won'tbe able to send you any more
engineering resumes.
You know they lay off the techdivision, including me.
And what happened was kind ofcrazy and surprising, where both
of these clients said, hey,john, like that sucks, but like
(13:38):
screw them, why don't you juststart your own thing?
And like we'll sign with you,like we want to keep working
with you.
So I'm like, wow, so that's thefirst one.
Like okay, well, can I thinkabout, I'll tell you on Monday.
And I call my client number twoand she said the exact same
thing.
So now I'm like, okay, well,should I have, like, I think, a
few months of unemploymentcoming.
So I can live off that not verywell but I can survive.
(13:59):
So let's give us a shot.
So literally over the weekendthrough the, through the website
, I took the old contract frommy employer, took out their
names, put in my name, just justa quick editing on Microsoft
Word and just like, sent it over.
It came back signed by theclient.
I'm like, oh, I guess I'm inbusiness now.
Let me give this like 90 days.
I'll give it 90 days.
(14:20):
If it doesn't work out, I canalways go find a job.
I think that's the thing, too,that I wish more people kind of
realized who are thinking aboutdoing their own thing or
branching out on their own isthat there is a safety net,
right?
People think I'll have nosafety net, but your safety net
is you can actually go back toand then a five job like that's
always going to be available,yeah especially now.
Speaker 2 (14:42):
I mean it's like unemployment, so low people are
struggling, especially techpeople.
I mean tech people are just Imean, I think, even what's his
name?
Zuckerberg shot out a tweetthat said there's not enough
engineers.
Speaker 3 (14:54):
There's always.
So that's the thing aboutrecruiting, that I'm glad you
mentioned that, because youmentioned these age-old, like
trying to true industries realestate, insurance that's been
around forever.
That will continue to be aroundforever, and recruiting is kind
of what we call like anevergreen industry as well.
It's been around forever.
As long as there's a demand fortalent, the best talent and
(15:16):
people a couple of them arefighting over hiring the best
people there's always going tobe a need for recruiters to go
actually find those people right.
Because a lot of what we do isnot just like we don't post job
ads and like hope the perfectperson will apply and then we
can just forward our resume overto our client and get paid 20,
30k.
If we're that easy right,everyone will do it.
(15:36):
The clients already have theirown job posts right.
So our job is actually go aheadand, like headhunt, usually go
into like their competitors'companies and say, hey, these
are our top three competitors,we'll go in there and we'll try
to basically poach people fromtheir competitor and bring them
to our client and because ofthat's much value, they have
industry experience, competitiveknowledge and they're very,
(15:57):
very valuable and because ofthat person's value we're paid a
premium because that companyisn't comfortable calling to
their competitors and trying toheadhunt them themselves, right,
they have, like agencies, dothat type of dirty work, right,
so to speak.
But yeah, so I actually saw, Idid my own thing and it just
took off.
I made a placement what we calla hire within like the first
(16:20):
month and in recruiting you getpaid net 30.
So 30 days after your canstarts work will the invoice be
due.
And I remember the first timethat paycheck it actually mailed
me the physical check of$16,000.
I was like, oh, my goodness,like I've never seen this much
money and it does a common here.
Like it's crazy.
I was like just jumping up anddown my bed.
Speaker 2 (16:39):
I'm very excited there was two numbers before
that first comma, like yeah.
Speaker 3 (16:43):
I never had two days before a comma ever before, and
so that's like, well, okay, nowI made another deal after that
we'll have to wait another 30days.
So that just kept going forlike five years, right.
So we kind of grew it.
I brought on an old coworker asa partner and eventually kind
of sold it to him.
We want to take it in slightlydifferent directions.
And I kind of felt like afterfive years it was like rinse,
(17:05):
rinse, wash, repeat over andover find a client, find a
position, fill a position, finda position, fill a position and
it's fine.
But it just kind of like afterfive years I think I just
created it to do somethingdifferent.
And then you asked me earlierkind of what got me inspired to
like do an accelerator, do acoaching program was one I saw.
What happened was I had someold coworkers reach out to me
(17:27):
from the same place I got laidoff from and they're like hey, I
saw, by the way, john, you'redoing well, I saw that you had a
branch on your own.
Like I'm thinking about doingit too, like could you give me
some pointers, right?
And even some people who are inrecruiting say, hey, it seems
like recruiting is not rocketscience.
You're just, you're justtalking to people sending emails
and I'm like, yeah, it's notrocket science, it's really just
(17:49):
connecting people together.
They're like Do you think youcan show me like a thing or two?
I'm like Sure, and then I justkind of, you know, like fell in
love with coaching and so Istarted one on one helping
people that wasn't even surepeople wouldn't, wouldn't want
to pay me or this value enoughfor the pay me to do it.
I was in for free for a while.
Then start charging, you know,few bucks an hour here and there
(18:10):
, and eventually it grew intokind of our program now where
today we've helped like over 200people like starting grow their
own agencies.
Wow, we've been fortunateenough to wear on my LinkedIn
profile.
People can see like just dozensof testimonials of people who
no experience coming in with the60, 90 days, making their first
, you know, 15, 20, 25, 30 K ormore placement fee right and
(18:33):
keeping all of it.
And it's allowed people to gofrom having to be a side hustle
to their full-time hustle andthen give them the flexibility
to travel and they have thatlifestyle business they've
always wanted and it's been very, very rewarding.
And now, you know, luckily Ihave a team of coaches.
I have, you know, a full blownteam, and so now we can really
support people at a very highlevel.
We give people dedicatedaccount managers.
(18:53):
They can, you know, hold theirhand, help them with any part of
the business.
So, yeah, it's been really afun ride and I'm really excited
to kind of see where this goes.
Speaker 2 (19:01):
I love it.
So you went from in-houserecruiter at Google.
You flipped that into like ajob at like a Robert Haff or
something like that kind ofplace.
Because I had two friends weactually started an app called
Vanda and our whole idea was isthat you make the profile the
(19:24):
exact same, as kind of like the.
Or actually somebody comes intolike a company like, say,
google, right, they have to fillout a wizard and it says what's
the title of the job, this andthat, and they put a whole bunch
of stuff in there.
Well, the applicant does theexact same thing and then we
just match up those fields andthat's how they get.
You know, you end up gettinglike 10 resumes instead of 1000
(19:47):
resumes, right, and you can justget rid of all the crap resumes
that actually don't qualify.
So they were both my twoco-founders in that were both
from Robert, they had originallyworked at Robert Haff and they
were like doing the same thingwhere you know they were getting
a percentage of that.
I think Robert Haff's is alittle bit higher.
I think they're like 25% orsomething crazy.
But they're the big dog,they're the 500 pound gorilla
(20:07):
kind of thing in the industry.
But you know, nobody everreally thinks like, hey, wait a
minute.
And this takes a special typeof person, a special type of
brain to be like, wait, why am Idoing?
Like, why don't I start my ownthing?
And you actually had yourclients tell you you should
start your own thing, becausethey probably already had that
mindset.
They were already like, well,dude, what are you doing?
(20:28):
Like what do you want to lookfor a job?
Like we can pay you to help usbecause we know you did a good
job?
Speaker 3 (20:35):
Yeah, exactly Like we'll pay you what we paid your
agency.
I'm like that works for me,right.
And then, yeah, so yeah, I wentfor 50% commission to 100%.
So I was so grateful that likeI ran to them later with the
people who laid me off withthank you so much, like they
basically doubled my income,right, I didn't have to pay 50%
commission.
And also I was like well, I'mpaying, like paying half for
like an office.
I don't really need theserecruiting tools that you know
(20:57):
just cost a few hundred bucks amonth.
I can just pay that myself andlike a brand, like you know,
like it's not that it wasn'tthat big of a deal, because I
thought that I think a lot ofthe careers have this
misunderstanding that it'sreally important to be able to
say hi, this is John from RobertHaff.
And just by magically sayingJohn from Robert Haff, that just
kind of the red carpet rollsout and you can just take down
(21:19):
new clients easily, right, likeon autopilot.
But at the end of the day, Ifound that companies who are
hiring, they don't care Likewhen I would do prospecting
calls, they didn't care like notjust like what the name of my
business was or the name, butwhich agency I'm calling from.
They didn't care what my namewas.
They're like hey, like, what doyou have for me?
Like, remember that scene inWall Street?
(21:40):
Like the original one with,like Gordon DeGeco, right, and
I'm Charlotte.
She walks in and he's like whatdo you have for me?
And you guys like, oh, like,what do you mean?
Like, like, my time is valuable.
Like what do you?
Like, do you have a deal for me?
Like, what do you have for me?
And I think hiring managers arethe same way that you have a.
Do you have a candidate for me?
Otherwise, like I don't want tohear your whole pitch about how
you can help me, you know, withyour recruiting services.
(22:01):
Like, do you have anyone for meright now that we can talk
about?
Right?
So then I kind of like you knowI had this.
It's funny you mentioned RobertHaff, because I was actually
really afraid of like, how am Igoing to be?
Like Dave is going up againstthese Goliaths of the world like
Robert Haff and these Nelson,and it was like all these big,
well-known recruiting agenciesthat have tons of resources,
(22:22):
armies of recruiters, right, butat the end of the day, if I
could find one guy that like orone gal that my client wants,
then they're just as good as theRobert Haff's candidates like
and they hire them.
That's all they care about.
They only care like do you havethe person?
They only care who and how bigyour agency is and that, or even
how many years of experienceyou have with recruiting.
People say I have zerorecruiting experience, so how am
(22:46):
I even qualified to get aclient?
Why would they work with me?
Like, well, if you show up tothe sales call saying, hey, I
added a prior to our call, Iactually did some initial search
and I have two people I'veidentified that are proficient
in exact requirements youmentioned in the job.
Obviously, I'm just kind ofshooting in the dark here based
on that description, but if youlike, we can review them and
(23:08):
they're like Whoa, like thesepeople are actually really good
Like.
If I could, if I give you morecontext, you could probably find
me better people Like that'sall they care about.
They don't care that you'vebeen doing this for zero years.
Can you show up to this theinitial call with the hiring
manager with some resume's inhand on a silver platter and do
a little bit of legwork Ifyou're, if you find good people
(23:29):
and our coaches help make surethat you find good people then
they're not going to reallygrill you like.
Well, how long have you beendoing this thing?
Just based on the quality ofpeople you bring to the table,
they know that you can deliverright.
Speaker 2 (23:39):
When it's good that you're in California because
they're going to pay, you know,a lot more money that that 20%
or whatever you're getting isgoing to be a bigger, bigger
chunk of.
I mean because those guys,those engineers, are making
$250,000, $300,000 sometimes.
Speaker 3 (23:52):
Yeah, like out of college, right.
Well, what's interesting is youdon't have to be in California
to make that California money,like most of what we have.
Most of our members are likenot in California there.
So there, you can be in theMidwest and get a client in
California.
That's right, and they'll hirelocal candidates.
And that's another thing Ithought too, like, oh, I can
only service companies in mygeography because, you know,
(24:15):
back in the day you would kindof show up with a little
three-ring binder and have aclient meeting and walk around
to see the office.
And that was like the oldstandard of parole where a
student tied nowadays like theydon't care, it's a Zoom call and
you can be based anywhere inthe country and they don't care
either.
Right, as long as you can findthem a candidate, they don't
care how long you're recruiting,how big your agency is or where
(24:37):
it is.
As long as you know you candeliver a resume of somebody
who's in the show to work, who'sideally local for them, it's
fine.
So, yeah, we have people inFlorida making like San
Francisco placement fee wagesfor a three-in-the-k salary,
right.
Speaker 2 (24:53):
When any more Miami.
Like look how much money peopleare making in Miami now.
Like it's crazy the way thingshave changed and with all the
finance companies and everythingmoving down there, you
definitely have higher salariesthan what you had, you know,
three or four years ago, becausenow you've got the Goldman
Sachs of the world, you've gotthat New York money coming down,
you've got Chicago peoplemoving down there and it's just
changing the game in Florida.
(25:13):
And yeah, I mean, if you canbase yourself here in Cincinnati
or something and do work for acompany that's paying guys
$300,000, $400,000, you know yousell two of the.
You place two, three candidatesa year and you're doing okay.
You're leaving your full-timejob, you know.
Speaker 3 (25:33):
Yeah, absolutely, it's funny.
So, yeah, you're 100% right andI think what I find you know,
what I found are the people whodo well in this is like could?
People might be thinking likewhy?
Or listeners might be thinkinglike, okay, this is interesting,
like, but why recruiting?
Like, especially if they'venever been exposed to it.
But you know, there's pros andcons to everything, right?
I think the pros to recruitingis that it doesn't require any
(25:55):
technical skill, right?
Like, if you run an ad agency,like you do, or like a marketing
agency, you have to know a lotabout technical things, and so a
lot of people just don't havethe technical, technical
activity or they don't want tolearn it, so they don't want to
learn about.
You know how to run socialmedia marketing.
So, like that's, you know.
They might kind of just say,okay, not those.
Nor do they want to do anythingthat's like, maybe like real
(26:18):
estate, okay, maybe, like theydon't want to flip homes or like
like.
I always thought like I was agood people person, so I thought
real estate will be good for me, but I just never really got
into like square footage andplumbing and I thought that
stuff was kind of boring, likeI'm not a handyman so I don't
even know like these, liketechnical.
You know home things right,like sightings and drywall.
Speaker 2 (26:37):
When you get hosed by contractors if you don't know
how it actually works, like theydon't have any respect.
They won't have respect for youand they'll be like, oh,
they'll try to screw you over.
Speaker 3 (26:47):
Right.
So like that, like I'm notreally I don't know about that.
I'm kind of like I don't wantto get into that, or sure it
seems complicated to, butrecruiting just felt like easy.
I'm just talking to somebody is, hey, I'm looking for this type
of job.
And I find someone saying, hey,I'm looking for this type of
person.
I'm like, hey, you guys shouldmeet, let me just set that up
and coordinate that, and I'lleven coordinate the interviews.
(27:08):
And they hire them like cool,well, here's an invoice for
$30,000.
And they're like, okay, I'mlike that's it, that's the pros.
It's simple, easy, as peoplewho do well are people who are,
I think, fairly extroverted orat least able to just pick up
the phone and kind of, you know,move the ball forward.
You know, move the interviewprocess forward, someone who can
(27:28):
listen.
Speaker 2 (27:29):
I mean you think about it, be an empathetic and
sort of compassionate for thisperson and their talents and you
know being able to understandwhere they want to go.
You don't want to place anybodyin a job that you think they're
going to hate, like a companythat's not going to treat them
correctly.
You know, just treat them likea number or they're going to be
booted out after.
You know, like this situationhas happened to you a couple of
(27:49):
times like you don't want to putsomebody in a situation where
the economy turns and all of asudden, bye-bye recruiters.
You know, I mean it's.
You know there's otherindustries where that could
happen, but I mean they.
You know, as I listen to you,the more hyped up I get because
I'm thinking of all the peoplethat the turnover in ad agencies
and this is, you know, justcoming from my perspective, it's
(28:10):
crazy.
Like this isn't likeengineering, where a guy will go
become an engineer at a companyand stick around for 20 or 30
years.
It is very incestuous inagencies.
Like people will go from oneagency to another agency, back
to that old agency to anotheragency and everybody knows
everybody and everybody worksfor everybody else.
In the only way to make moneyis to leave and go to a new
(28:32):
company.
Otherwise you're going to getthat like inflationary raise.
Even if you get that, like youmight not even get that, but
these people, I mean they'reflipping jobs every one or two
years.
And if you've got a networklike I do I mean just owning an
agency I know so many freelancedesigners and developers and all
those people it's like all yougot to do is turn this on and
(28:54):
then take advantage of yourinitial network and then
eventually you're going to buildthat network and you're going
to and I get people on LinkedInhitting me up all the time about
hey, you ever thought aboutworking in insurance or you ever
thought about working in this,and that I mean I don't know how
many messages I get every.
I've just stopped it.
There could be legit messagesin my LinkedIn thing, but it's
like I don't even pay attentionto anymore because it's like
(29:16):
I've been trained not to look atthose automated messages that
people send out.
But you know, being able totake advantage of your network,
especially if you're I mean, I'min my 40s, so I've got a pretty
big network of people.
But If you have a network or ifyou're in an industry long
enough.
You're going to build up yournetwork and it's almost like
this is almost the perfect sidealso for somebody like that,
(29:39):
because you could have a nine tofive job and just turn this on
you know place three or fourpeople a year maybe, and that's
good money.
I mean that could help you payyour mortgage, pay off your car,
pay for your kids, college, andthen eventually you just turn
that on full time and you'rekilling it maybe.
I mean this is great.
I mean I didn't even know thiswas a thing.
And the fact that you've beenable to come up with this and
(30:01):
say, look, I'm just going tocreate a recruitment accelerator
program and teach people how Idid it, and you just kind of
stumbled into it in a way.
And now you've got this thingwhere you're helping other
people 200 different peoplestart their companies.
I mean that's congratulations.
I mean you're helping peopleactually change their lives.
Speaker 3 (30:20):
Yeah, thank you, it's very rewarding.
I guess you know, like as arecruiter, it's rewarding to
help people find like a dreamjob.
And now you know, I'm kind ofhelping people find their dream
like hustle, right, the dreambusiness.
So it's been really rewardingand I think, yeah, like if you
have a, we have the people thatcome to us who are not
recruiters kind of like what youmentioned.
(30:42):
They do have some type ofindustry experience, right.
They're like hey, I've beendoing project management for 10
years, or I've been doing QAengineering for eight years, or
I'm in IT, I'm in IT specials orI'm in healthcare, and they
work with recruiters and theyrealize like, well, this
recruiters kind of dumb, likethey don't know, like they kind
of know what I do but not really.
And so they're like I can dotheir job way better than they
(31:05):
can and they're making 20% of mysalary just off, like saying my
resume over, like I should bedoing their job, like I can make
more money and I know how tofind people like me better than
they can.
So then they come to us saying,hey, I want to start a niche
recruiting business in my areaof expertise in my industry and
help other companies find peoplelike me.
(31:25):
And because they can go andthey can compete against
recruiters, like you know theycan if you're an engineer or
you're a software developerspecializing in mobile games for
10 years and you, but you havezero experience.
But you can talk to a VP of VPof mobile game development and
say, hey, I'm a mobile gamedeveloper.
I can help you find people likeme Cause I know exactly what to
(31:47):
ask him.
I can look into their code, Ican see their code samples.
They'll hire you over me with10 years of recruiting
experience because you know theindustry is so deeply, because
you are one of them, so havingthat type of industry knowledge
is so valuable.
So those people do really well,plus people with recruiting
experience.
Of course, they have a shorterlearning curve as you're getting
(32:08):
into this.
But to address your thing aboutlike like you will be what will
we call a passive candidate?
Right?
There's two types of candidatesin the market active and the
passive one.
Active ones are people are.
They're posting their resumeseverywhere looking for a job,
actively looking for a job,right.
A passive candidate will getsomeone like you, like they have
no interest in really lookingfor a job.
They barely read LinkedInmessages, right, because they're
(32:31):
heads down, they're doing greatwork and so basically our job
as a recruiting agency person isto go out and owner is to go
out and actually recruit passivecandidates.
People may be not unlike youwho are not looking they don't,
they're hard to find theirresumes on everywhere and
they're very hard to engage.
Like they don't take phonecalls with recruiters, but if we
(32:52):
can get a hold of them, engagewith them, pick the curiosity,
build up the opportunity so thatthey're you know what, john,
initially I wasn't even takethis call, but now that we've
spoken, yeah, I'd be happy totalk to your, your client, and
that you know that person isworth such a premium to the
company, because otherwise theywouldn't even they wouldn't be
on the radar, right?
Speaker 2 (33:11):
So that was the thing about doing the app too.
It was.
You get passive candidates.
You just say to people look,put your thing on here, somebody
might reach out to you at somepoint.
You know, if you match for ajob, somebody's going to reach
out to you.
If not, you're not on herelooking.
You just put your resume onthere and then every once in a
while, we're going to match toyou and somebody's going to
shoot you.
Just keep the app on your phone.
(33:31):
Somebody's going to send you anotification that says hey, if
you're looking for a job, theseguys are hiring.
250 a year.
What do you think?
Speaker 3 (33:39):
That's it, yeah.
So, yeah, LinkedIn, yeah,LinkedIn serves kind of like a
similar, a somewhat similarfunction with people who, just,
you know, naturally by being onLinkedIn you have exposure, you
know you'll be on the radar ofrecruiters.
But, yeah, we had the same typeof issue maybe about six months
ago where, you know, we werewriting automations really,
really well on both LinkedInautomation and email automation
very, very effective, easy,scales, very well.
(34:01):
But over time we startedgetting, you know, lower and
lower response rate because, asmore people started doing
automations, people like you,you know, get bombarded right by
recruiting messages.
So it's funny enough that, likea few months ago, we launched
our 3.0 version of our program.
The 1.0 is all manual, likesmile dial, traditional, like
insurance agency, real estateinsurance, the type of work just
(34:23):
pick up the phone and dial.
So that was the 1.0.
The 2.0 was automation onLinkedIn email.
The 3.0 that we have now iswe're able to leverage AI
software to send hyperpersonalized video messages to
clients and to candidates with,yeah, with their LinkedIn
profile in the background, withtheir name in the video, because
(34:45):
you have to kind of keepinnovating to stand out from the
sea of other recruits, andthat's really the you know.
Earlier I talked about the prosof this.
Right, lots of money, you know20 to 30 K plus fees.
Costs are just a couple hundredbucks a month for tools and.
But those are pros and it's notrocket science.
You're just connecting peopletogether.
But the cons, to be realisticand fair for everyone, is that
(35:07):
it's important to know that it'svery competitive.
Right, there's this so manyrecruits out there because
there's a low barrier to entryand so, because it is
competitive, the margin of erroror the wiggle room you have is
very small.
One little mistake like it'sit's hard to.
You have to do it really right.
It's kind of like dating, right, like dating is competitive If
you want, like the bestavailable part is out there,
(35:30):
it's competitive, and so youkind of have to have solid like
your game has to be solid Anyweird mistakes social football,
like you're, you're blown out,right?
Similarly, in recruiting, like,yeah, any type of
miscalibration, mistake, doingsomething that you know you're
more supposed to do, or showingsigns of a weakness or signs of
insecurity to a hiring manager.
If they doubt your confidenceand able to help, in your
(35:52):
ability to help them fill therole, let's go with someone who
seems more confident in helpingthem right so?
Speaker 2 (35:58):
yeah, but the cool thing about it is is like
multiple people can recruit oneopen position.
So if you can find thatsomebody's hiring for a specific
position, you know, I meanthey'll, they'll listen to,
they'll see anybody's candidateLike it's not just like I mean
you're not, you're notnecessarily an exclusive
recruiter for this company.
They're like look, you got acandidate, send it to me.
(36:19):
I got five other recruitingcompanies sending me candidates
too, so you better send mesomebody, good.
Speaker 3 (36:24):
Exactly yeah, so right that for that reason it's
not that hard to get a client,as long as you know how to like
run the sales call, because youknow they're also sensitive to
like.
They don't necessarily want tojuggle like two dozen
relationships with agencies whoemail them every day.
They want to be selective andjust have, like, their favorites
.
But, yeah, if you know whatyou're doing, give the right
skill and the process, the rightstrategies and everything else,
(36:45):
then it's very doable, right?
So we tried to do our best tokind of give them an easy button
.
Right, press this easy button.
Here's a blueprint to show theexact templates, the script.
Don't deviate from it in thebeginning, get a control
baseline.
Later on you want to play jazzlike you can, and so I think the
people who who do well with ourprogram are people who are just
like ready just to do this andare open to just following our
(37:09):
proven roadmap and just get theresults.
And so, yeah, it's been a lotof fun.
Then I think it's a great.
I mean, I love it.
It's been great for me and sofor people.
If you're listening out thereand you are a, you know, fairly
social person like you knowyou're a natural connector.
You like to connect friendswith other people you know in
your network.
This is basically doing that,but getting paid for it.
Speaker 2 (37:29):
So which is a lot of people.
So let's, let's yeah, yeah,yeah.
Well, this is awesome, john, Ireally appreciate it.
I want to respect your time.
I know you got jumping here ina couple of minutes.
Tell people how to find yourreach out to you.
We're going to have info in thedescription of the podcast
episode too, but if anybody'slistening, just tell them
quickly how to reach out and getstarted with you.
Speaker 3 (37:49):
Sure, so you can just Google the word recruiting
accelerator we pop right up.
You can go to my LinkedInprofile as well, check out my
background, check out theLinkedIn recommendations and I
kind of welcome people to checkout my LinkedIn recommendations
and try to find one or twopeople who have a similar
background.
We have so many people now thatlike find someone that looks
like you and you can kind of seetheir journey, and we have on
(38:12):
our website, our testimonialspage, videos of me interviewing
everybody and them sharing theirown unique process about how
they start the side hustle andmaybe their full-time hustle and
hopefully that inspires you.
And if you want moreinformation, we have a training
video you can watch on ourwebsite as well.
Speaker 2 (38:28):
I love it.
Well, you got a great domainname.
Yeah, thank you.
I'm surprised you were able toget that, but I had to buy it
from somebody.
Speaker 3 (38:34):
Yeah.
Speaker 2 (38:35):
Oh the bastards, I hate them.
Yeah, the cyber squatters.
Well, john, this has been great.
I love this.
I think this is a really,really good idea.
I've actually got a couple ofpeople I'm going to reach out to
after this and tell them Ithink I found a side hustle for
you.
Speaker 3 (38:50):
Yes, yes, it would be perfect.
Yeah, we should watch theLinkedIn.
We'd be happy to give them somefree advice and however I can
help them, we know Happy to be aresource.
Speaker 2 (38:58):
Oh yeah, Run you through the program, man yeah.
Speaker 3 (39:02):
Or at least point them in the right direction.
If they have any basicquestions, I'm happy to help out
.
Speaker 2 (39:06):
I love it, john, awesome man.
Well, thank you very much andyou're doing good work out here
helping these people out,helping them find a side hustle.
So congratulations andcongratulations to you, just for
getting out of the 9 to 5 worldand doing your own thing.
Speaker 3 (39:20):
Thank you so much.
Can never go back and notlooking back, Never can go back.
Speaker 2 (39:24):
I'm telling you Never can go back.
Yes, sir, well, I appreciate it, thank you.
Speaker 3 (39:28):
All right, thanks, adam.
Have a great day, appreciate it.
Speaker 2 (39:31):
Recording stopped.
Boom, cool man.
Well, yeah, I will chute outall the stuff.
We're going to have embed codesand everything else to send you
that you can just pop theplayer essentially on your
website so people can justlisten to it right there on your
website, if you wanted to dothat, and links and a 30 second
little video clip you can put onsocial and all that stuff.
Speaker 3 (39:52):
Awesome, cool.
Thanks, man, appreciate it.
Yeah, and again, if we reachout, if you have a question for
recruiting, happy to just chatwith you.
Love it, john, I'll be outthere.
Speaker 2 (40:01):
All right man.
Thanks, dude, good luck.
See you man.
Speaker 3 (40:03):
Talk to you.
Speaker 2 (40:05):
Thanks for joining us on this week's episode of Side
Hustle City.
Well, you've heard from ourguests, Now let's hear from you.
Join our community on Facebook,Side Hustle City.
It's a group where people shareideas, share their
inspirational stories andmotivate each other to be
successful and turn their sidehustle into their main hustle.
We'll see you there and we'llsee you next week on the show.
(40:26):
Thank you.
Welcome to Side Hustle City and thanks for
joining us.
Our goal is to help you connectto real people who found
success turning their sidehustle into a main hustle, and
we hope you can too.
I'm Adam Kaler.
I'm joined by Kyle Stevie, myco-host.
Let's get started, all right.
(00:31):
Welcome back everybody to theSide Hustle City podcast.
Kyle Stevie not with us todaydoing some family stuff, but
John Santana Chintana wrote youare with us today, special guest
, talking about recruiting.
Speaker 3 (00:44):
Hey, thanks for having me, Adam.
Yeah, we appreciate it.
Speaker 2 (00:47):
We appreciate you being on the show.
This is awesome.
So this is something a littledifferent.
I always tell people like heylook, you know, there's these
old tried and true side hustlesthat have been around forever,
the real estate agent stuff wewere just talking about
insurance agents, financialadvisors, like these are all
things that people have done.
I would say, definitely, realestate agents have been a side
hustle forever that people turninto a main hustle.
(01:10):
But nobody's ever come on heretalking about creating your own,
you know, recruitingaccelerator, your own recruiting
side hustle and you own anaccelerator program, right?
Speaker 3 (01:23):
Exactly right.
So our program recruitingaccelerator we help people who
want to start their ownrecruiting business, basically
become an independent recruiter,and usually people have a nine
to five, whether they work in acorporate recruiting role or an
agency recruiting role or thenon-recruiter at all, and they
want to kind of just test thewaters, do it on the side,
(01:43):
independently, after they make acouple of recruiting deals.
And for those who don't know,the average fee for a recruiter
is 20% of your candidates' basesalary, their first year base
salary.
So if you're placing engineersat 150k a pop, then that's a
$30,000 fee, right, so reallyhigh fees.
And once they make one or twoof those placements, right, we
(02:04):
call them.
Then usually they're all in andthey'll just go full time
because they get a taste ofmaking that type of money.
So that's kind of what we helpwith.
That's been my personal journey, going from a recruiter to
recruiting business owner andnow helping people who kind of
want to do the same thing.
Speaker 2 (02:19):
I love it, man.
So tell me about yourbackground.
You know how did you get intorecruiting and then how did you
pivot from being a recruiterinto this idea that, hey, I'm
going to create a recruiting?
Speaker 3 (02:30):
accelerator, sure.
So I like most peoplerecruiting.
I kind of fell into it.
You know, no one ever, you knowthere's no like college major
for recruiting, right Like youdon't have a real plan of doing
it.
Yeah, I actually walked into astaffing agency just looking for
a job and they ended uprecruiting me to go work for
them.
So like, well, I was thinkingof that, but sure, let's, let's
(02:51):
give a shot.
You know, and I thought, Ithought, I thought to myself,
interesting, I never thoughtabout a career recruiting.
But you know, like I likepeople, I'm a fairly extroverted
and and I I think I alwaysconnect friends with other
friends who are looking forstuff.
So I think I've ended upaccidentally like helping people
recruit, but it's never gotpaid for it.
So I thought, why not, let'stake a stab at it?
And I really liked it.
(03:12):
And you know, a lot of times Iwas helping out people who are
who needed a job, right, likehey, I need to work, really kind
of just low level, entry leveltype of stuff.
It was really rewarding.
Like hey, john, thanks forfinding me this, this three
month contract or two weekcontract, I can pay my bills, I
can pay my rent.
So it was like morallysatisfying, right, it was good
karmic energy.
The bad part is I wasn't makingany money right?
(03:35):
Because, like, when you playsomeone on an hourly basis, it's
more in the world calledstaffing.
You staff hourly people.
Then you have to decline ortell you okay, here's how much
I'll pay, here's my bill rate,I'll pay this bill rate, you can
bill me, and then we'll.
We'll take that like say it's50 bucks an hour, then we'll
find the person who could workfor the lowest amount of pay so
(03:55):
we can keep the difference withthe margins and because we're
paying as low as we can, it'shigh turnover.
And then my commission was apercentage of those really thin
margins.
And so my comments is a lot ofwork for not a lot of money,
right.
So then that's where I kind offound out about recruiting.
So staffing is the hourlyworker thing.
Recruiting is where I mentionedearlier.
You place full time salarypeople, you get a commission of
(04:18):
you know a commission of fromtheir salary and those are much.
It's higher ticket, it's a highticket type of payday, right.
So I got into a boutique firmdoing a technical recruiting and
I was excited because I placedone person at 100 K salary, the
agency makes 20 K and mycommission my percent.
That will be decent, a fewthousand dollars.
It's way better than what I wasmaking before doing the hourly
(04:39):
staffing.
But the problem was I had notechnical recruiting experience.
Like I, you know, I have zerotechnical background.
Like JavaScript or code lookslike the matrix to me, or it's
all just a jublish.
Yes.
So like how the heck am I like?
I think I tricked them enoughto trick them into hiring me.
I was able to convince them tohire me and I found out that if
you have a good Just peopleskills, recruiting fundamentals,
(04:59):
you understand how to kind ofqualify a person to figure out
if they're a good fit for One ofyour clients positions.
It doesn't matter which nicheyou do.
Right, you can be like hey, howmany years of JavaScript you
have?
How many years of salesexperience do you have?
Or tell me about yourproficiency and mechanical
engineering.
It's all the same type of boxyou check.
So that kind of gave meconfidence to learn new niche.
I did well there.
(05:21):
But the problem in that role isthat in recruiting you are
really focused on the candidate,the people looking for career
opportunities.
We don't have exposure to theclient side.
That's like a salesperson orthe owner of the agency will get
clients where they'll convinceVP level hiring managers to use
their services right and paytheir fees.
So we're very insulated.
But the problem was I wasalways dependent on them.
(05:44):
I would find a really goodcandidate, submit them to the
account manager and I'd bewaiting for them to.
Yes, show them to the client'stime to delay.
Sometimes you forget and theyget feedback.
Sometimes they wouldn't get anyfeedback for me, like, hey, no,
they don't like them.
Try again.
I'm like well, what exactlydon't they like?
I thought this person spot on.
So it's very frustrating,especially when my paycheck was
(06:06):
directly tied to this.
Like middleman, I had to likego through, right.
So I thought you know what?
All right, no, no more, I'm notgoing to do any more recruiting
unless I had exposure to boththe candidate and the client.
I can work with the clientdirectly, so that way I can get
direct line of feedback.
You know, it's much faster,right?
So I actually took a break fromAgency recruiting because I
heard the world of corporaterecruiting was cushy.
(06:28):
So I actually got a job atGoogle, right?
So I'm here in the area, yeah.
So I thought you know like,yeah, actually I was trying to
recruit somebody for this likeSales role, and they're like oh
no, I don't do that anymore.
I'm actually a recruiter.
So, but they recruit you.
I'm on your LinkedIn profile,like what?
I'm like I'm not interested,sorry.
Well, I work one of my clients,google.
I'm like tell me more, right,this is back Google.
(06:49):
Google.
Was that shining, yeah.
So yeah, it's a six.
It's a six figure salary, john,unlimited food at their gourmet
cafeteria, super fun.
I'm like, oh my gosh, why am Ispinning my wheels over like
deals and commissions where Ican just like play like, ride
this little multicolor rainbowBicycles around campus and play
volleyball all my breaks rightand and makes six figures like
that's a win-win right.
So I did that for a while andit was really fun, except after
(07:13):
a while it wasn't all funnygames.
It was like really high stress,very demanding.
They make you work for everyevery dollar they pay you and
it's competitive.
I think in the corporate world,you know, my client is just
that one company, google.
So I only recruit for a Googlewithin a specific department.
I always had this fear that ifI did a good job, I'd like work
myself out of a job, likewhether I filled all the
(07:34):
positions you asked me to filland like you had no more to give
me.
So I always had that loomingfear.
And also, I think eventually Istarted kind of keeping tabs
with my friends who stuck withthe agency world and because in
recruiting agencies it'suncapped commissions, they're
making way more than me, right,and I was, so I was being so us
feeling stressed.
I was worried about, you know,working myself out of a job or
(07:57):
them going to hiring freeze andthere's no other clients to like
support.
So if, if your company goes onhiring freeze which is what's
happening right now, right With,with all the layoffs you see
the news, all the tech layoffyou know Google, netflix, right,
facebook doing mass layoffs thefirst people to Let be like, go
our recruiters, because ifthey're not hiring, why the heck
do they need all these internalrecruiters Right?
(08:20):
So, right now, there's a lot oflaid-off recruiters.
I was one of them at some point, which I'll get to in the
moment.
It's really frustrating becauseyou're doing a good job but if
your company you work for justhappens to stop hiring like
you're gone, right, and nowyou're you're on the street
looking for I never thought ofthat.
That's true, yes, yeah, sowe're recruiters are very strong
.
Recruiters are very sensitiveto the economy.
Well, at least corporaterecruiters are very sensitive to
(08:41):
the worst.
Right now, if tech is on theslowdown and your technical
recruiter used to working forAmazon's and Netflix and
Facebook's of the world, goodluck.
And now it's tough, right.
Speaker 2 (08:51):
So they're not gonna like move you into like HR or
something, they're not gonnalike move you around and you're
just expendable at that pointExactly.
So here you are with like a$6,000 a month, friggin rent in
Silicon Valley somewhere, andnow you have no job.
Speaker 3 (09:06):
Yes, exactly, and so that's what I think.
A lot of times people come tous with that because they're
like, shoot, like now, what do Ido?
Like I can't like any othercorporate job of finding this
with some like much smaller, noname company is not compare me
nearly what Google paid me andthey don't want to go into the
recruiting agency world becausethey don't have to start the
bottom effectively and, like youknow, learn the ropes.
(09:28):
So they're kind of this limboplace and so we can help a lot
of people like that.
But toward the end of my Googletime I thought you know what,
like I do miss the world of theagency, like having multiple
clients, of the variety and thefreedom and flexibility.
But I knew that I didn't wantto get back to the world unless
I had client control right.
(09:48):
You know client facingopportunity.
So sure enough, as luck wouldhave it, I got hired to be the
first new hire of a techdivision in San Francisco where
I would be trained on bothgetting the client and and I
already know how to recruit.
So it's getting the client andthen recruiting on the client's
roles on my own.
So it's like double dipping andwhen you find a client and you
(10:10):
actually find the candidate,then you make like the most
commission record.
You did the whole deal yourself.
So I was at that job.
I was making 50% commission.
So for every, you know, 150 per150k, per second place, the
agency will make 30k and I willmake 15k.
I'm like, wow, that's great andI was doing well and that's
getting paid well and life waslike really good, right.
(10:31):
But after a while, I think,just as a logical human being, I
was like wait, I'm doing allthe work.
I'm prospecting for clients,doing sales calls, you know if,
negotiating the contract andthen going out there and you
know, headhunting the candidates, nurturing them, managing the
whole interview process, makingsure the salary expectations are
aligned, make sure the offergets due, they actually start
(10:51):
work, they show up to work.
And then I was the client, likeI'm doing all the work, I'm
still giving half to the house.
So eventually I'm like thisdoesn't quite make sense.
And a lot of people we talk toare like agency recruiter people
.
They're like, hey, I'm kind ofsick of like comparing what I
bill for my agency and when Itake home a paycheck, that
discrepancy becomes like soulcrushing, right, oh yeah.
(11:12):
And so I wish I could say thatI had like the guts to kind of
pull Jeremy Gwyer to storm outthere and grab the goldfish and
grab like you know your box andleave yeah exactly.
Yeah, who's coming with me?
I wish I could say I did andlike most people I thought about
for years like I'd be nice oneday if dot, dot, dot, if all my
(11:32):
ducks are in a row, or if I hadmore money saved up or if the
stars were one.
I know a lot of people probablylistening that you've mentioned
can sometimes end up in thatkind of someday maybe yes game
where their goals end upactually becoming dreams that
they end up forgetting about andyears later they're still kind
of in that little cage of theirengendered servitude right up
that you get stuck man, you gota mortgage you got a car payment
(11:55):
, maybe you got.
Speaker 2 (11:56):
Your kids are in school, you got to pay that.
Yeah, you get stuck in.
The more you wait and postponeyour dream, the more stuck
you're going to get.
Speaker 3 (12:06):
Yes, absolutely, which is why I love the idea of
the side hustle, because itallows you to kind of test it
out safely and validate it right.
But for me, I didn't have theopportunity to side hustle
because what happened was oneday I walked in there hey, bad
news, john, we are laying offyour tire department.
Yeah, we're priming to be to beacquired and we're going to
(12:27):
focus on our bread.
You know our breadwinner, oursales division.
Speaker 2 (12:31):
So another reason people get fired from these jobs
One is they stop hiring, andtwo is acquisition, and they
want the acquiring company thatis doing the acquiring wants you
to get leaner, and that's whathappened in your case is they
wanted to go lean.
They didn't want these expenses, so before they bought the
(12:52):
company, they wanted the currentcompany to do all the dirty
work and fire everybody.
Speaker 3 (12:56):
Yeah, right, Because I was profitable, but not.
You know, everybody on my teamwas because we're still a young
department.
Yeah.
So I was like, okay, we'llshoot, can at least call my
clients, let them know that.
No, don't worry about it.
No, we'll, we'll notify themfor you.
So I was like, well, that'skind of weird.
When I got home, actually, Istopped by a bar, first, had
some drinks to like lick mywounds, suck a little bit, and
then, when I got home, I know afew, a few drinks in me, I mean,
(13:17):
you know what I forget.
I'm just gonna call my clients,like they should hear from me.
So I called my, my top twoclients and broke the news to
them, say, hey, sorry, I won'tbe able to send you any more
engineering resumes.
You know they lay off the techdivision, including me.
And what happened was kind ofcrazy and surprising, where both
of these clients said, hey,john, like that sucks, but like
(13:38):
screw them, why don't you juststart your own thing?
And like we'll sign with you,like we want to keep working
with you.
So I'm like, wow, so that's thefirst one.
Like okay, well, can I thinkabout, I'll tell you on Monday.
And I call my client number twoand she said the exact same
thing.
So now I'm like, okay, well,should I have, like, I think, a
few months of unemploymentcoming.
So I can live off that not verywell but I can survive.
(13:59):
So let's give us a shot.
So literally over the weekendthrough the, through the website
, I took the old contract frommy employer, took out their
names, put in my name, just justa quick editing on Microsoft
Word and just like, sent it over.
It came back signed by theclient.
I'm like, oh, I guess I'm inbusiness now.
Let me give this like 90 days.
I'll give it 90 days.
(14:20):
If it doesn't work out, I canalways go find a job.
I think that's the thing, too,that I wish more people kind of
realized who are thinking aboutdoing their own thing or
branching out on their own isthat there is a safety net,
right?
People think I'll have nosafety net, but your safety net
is you can actually go back toand then a five job like that's
always going to be available,yeah especially now.
Speaker 2 (14:42):
I mean it's like unemployment, so low people are
struggling, especially techpeople.
I mean tech people are just Imean, I think, even what's his
name?
Zuckerberg shot out a tweetthat said there's not enough
engineers.
Speaker 3 (14:54):
There's always.
So that's the thing aboutrecruiting, that I'm glad you
mentioned that, because youmentioned these age-old, like
trying to true industries realestate, insurance that's been
around forever.
That will continue to be aroundforever, and recruiting is kind
of what we call like anevergreen industry as well.
It's been around forever.
As long as there's a demand fortalent, the best talent and
(15:16):
people a couple of them arefighting over hiring the best
people there's always going tobe a need for recruiters to go
actually find those people right.
Because a lot of what we do isnot just like we don't post job
ads and like hope the perfectperson will apply and then we
can just forward our resume overto our client and get paid 20,
30k.
If we're that easy right,everyone will do it.
(15:36):
The clients already have theirown job posts right.
So our job is actually go aheadand, like headhunt, usually go
into like their competitors'companies and say, hey, these
are our top three competitors,we'll go in there and we'll try
to basically poach people fromtheir competitor and bring them
to our client and because ofthat's much value, they have
industry experience, competitiveknowledge and they're very,
(15:57):
very valuable and because ofthat person's value we're paid a
premium because that companyisn't comfortable calling to
their competitors and trying toheadhunt them themselves, right,
they have, like agencies, dothat type of dirty work, right,
so to speak.
But yeah, so I actually saw, Idid my own thing and it just
took off.
I made a placement what we calla hire within like the first
(16:20):
month and in recruiting you getpaid net 30.
So 30 days after your canstarts work will the invoice be
due.
And I remember the first timethat paycheck it actually mailed
me the physical check of$16,000.
I was like, oh, my goodness,like I've never seen this much
money and it does a common here.
Like it's crazy.
I was like just jumping up anddown my bed.
Speaker 2 (16:39):
I'm very excited there was two numbers before
that first comma, like yeah.
Speaker 3 (16:43):
I never had two days before a comma ever before, and
so that's like, well, okay, nowI made another deal after that
we'll have to wait another 30days.
So that just kept going forlike five years, right.
So we kind of grew it.
I brought on an old coworker asa partner and eventually kind
of sold it to him.
We want to take it in slightlydifferent directions.
And I kind of felt like afterfive years it was like rinse,
(17:05):
rinse, wash, repeat over andover find a client, find a
position, fill a position, finda position, fill a position and
it's fine.
But it just kind of like afterfive years I think I just
created it to do somethingdifferent.
And then you asked me earlierkind of what got me inspired to
like do an accelerator, do acoaching program was one I saw.
What happened was I had someold coworkers reach out to me
(17:27):
from the same place I got laidoff from and they're like hey, I
saw, by the way, john, you'redoing well, I saw that you had a
branch on your own.
Like I'm thinking about doingit too, like could you give me
some pointers, right?
And even some people who are inrecruiting say, hey, it seems
like recruiting is not rocketscience.
You're just, you're justtalking to people sending emails
and I'm like, yeah, it's notrocket science, it's really just
(17:49):
connecting people together.
They're like Do you think youcan show me like a thing or two?
I'm like Sure, and then I justkind of, you know, like fell in
love with coaching and so Istarted one on one helping
people that wasn't even surepeople wouldn't, wouldn't want
to pay me or this value enoughfor the pay me to do it.
I was in for free for a while.
Then start charging, you know,few bucks an hour here and there
(18:10):
, and eventually it grew intokind of our program now where
today we've helped like over 200people like starting grow their
own agencies.
Wow, we've been fortunateenough to wear on my LinkedIn
profile.
People can see like just dozensof testimonials of people who
no experience coming in with the60, 90 days, making their first
, you know, 15, 20, 25, 30 K ormore placement fee right and
(18:33):
keeping all of it.
And it's allowed people to gofrom having to be a side hustle
to their full-time hustle andthen give them the flexibility
to travel and they have thatlifestyle business they've
always wanted and it's been very, very rewarding.
And now, you know, luckily Ihave a team of coaches.
I have, you know, a full blownteam, and so now we can really
support people at a very highlevel.
We give people dedicatedaccount managers.
(18:53):
They can, you know, hold theirhand, help them with any part of
the business.
So, yeah, it's been really afun ride and I'm really excited
to kind of see where this goes.
Speaker 2 (19:01):
I love it.
So you went from in-houserecruiter at Google.
You flipped that into like ajob at like a Robert Haff or
something like that kind ofplace.
Because I had two friends weactually started an app called
Vanda and our whole idea was isthat you make the profile the
(19:24):
exact same, as kind of like the.
Or actually somebody comes intolike a company like, say,
google, right, they have to fillout a wizard and it says what's
the title of the job, this andthat, and they put a whole bunch
of stuff in there.
Well, the applicant does theexact same thing and then we
just match up those fields andthat's how they get.
You know, you end up gettinglike 10 resumes instead of 1000
(19:47):
resumes, right, and you can justget rid of all the crap resumes
that actually don't qualify.
So they were both my twoco-founders in that were both
from Robert, they had originallyworked at Robert Haff and they
were like doing the same thingwhere you know they were getting
a percentage of that.
I think Robert Haff's is alittle bit higher.
I think they're like 25% orsomething crazy.
But they're the big dog,they're the 500 pound gorilla
(20:07):
kind of thing in the industry.
But you know, nobody everreally thinks like, hey, wait a
minute.
And this takes a special typeof person, a special type of
brain to be like, wait, why am Idoing?
Like, why don't I start my ownthing?
And you actually had yourclients tell you you should
start your own thing, becausethey probably already had that
mindset.
They were already like, well,dude, what are you doing?
(20:28):
Like what do you want to lookfor a job?
Like we can pay you to help usbecause we know you did a good
job?
Speaker 3 (20:35):
Yeah, exactly Like we'll pay you what we paid your
agency.
I'm like that works for me,right.
And then, yeah, so yeah, I wentfor 50% commission to 100%.
So I was so grateful that likeI ran to them later with the
people who laid me off withthank you so much, like they
basically doubled my income,right, I didn't have to pay 50%
commission.
And also I was like well, I'mpaying, like paying half for
like an office.
I don't really need theserecruiting tools that you know
(20:57):
just cost a few hundred bucks amonth.
I can just pay that myself andlike a brand, like you know,
like it's not that it wasn'tthat big of a deal, because I
thought that I think a lot ofthe careers have this
misunderstanding that it'sreally important to be able to
say hi, this is John from RobertHaff.
And just by magically sayingJohn from Robert Haff, that just
kind of the red carpet rollsout and you can just take down
(21:19):
new clients easily, right, likeon autopilot.
But at the end of the day, Ifound that companies who are
hiring, they don't care Likewhen I would do prospecting
calls, they didn't care like notjust like what the name of my
business was or the name, butwhich agency I'm calling from.
They didn't care what my namewas.
They're like hey, like, what doyou have for me?
Like, remember that scene inWall Street?
(21:40):
Like the original one with,like Gordon DeGeco, right, and
I'm Charlotte.
She walks in and he's like whatdo you have for me?
And you guys like, oh, like,what do you mean?
Like, like, my time is valuable.
Like what do you?
Like, do you have a deal for me?
Like, what do you have for me?
And I think hiring managers arethe same way that you have a.
Do you have a candidate for me?
Otherwise, like I don't want tohear your whole pitch about how
you can help me, you know, withyour recruiting services.
(22:01):
Like, do you have anyone for meright now that we can talk
about?
Right?
So then I kind of like you knowI had this.
It's funny you mentioned RobertHaff, because I was actually
really afraid of like, how am Igoing to be?
Like Dave is going up againstthese Goliaths of the world like
Robert Haff and these Nelson,and it was like all these big,
well-known recruiting agenciesthat have tons of resources,
(22:22):
armies of recruiters, right, butat the end of the day, if I
could find one guy that like orone gal that my client wants,
then they're just as good as theRobert Haff's candidates like
and they hire them.
That's all they care about.
They only care like do you havethe person?
They only care who and how bigyour agency is and that, or even
how many years of experienceyou have with recruiting.
People say I have zerorecruiting experience, so how am
(22:46):
I even qualified to get aclient?
Why would they work with me?
Like, well, if you show up tothe sales call saying, hey, I
added a prior to our call, Iactually did some initial search
and I have two people I'veidentified that are proficient
in exact requirements youmentioned in the job.
Obviously, I'm just kind ofshooting in the dark here based
on that description, but if youlike, we can review them and
(23:08):
they're like Whoa, like thesepeople are actually really good
Like.
If I could, if I give you morecontext, you could probably find
me better people Like that'sall they care about.
They don't care that you'vebeen doing this for zero years.
Can you show up to this theinitial call with the hiring
manager with some resume's inhand on a silver platter and do
a little bit of legwork Ifyou're, if you find good people
(23:29):
and our coaches help make surethat you find good people then
they're not going to reallygrill you like.
Well, how long have you beendoing this thing?
Just based on the quality ofpeople you bring to the table,
they know that you can deliverright.
Speaker 2 (23:39):
When it's good that you're in California because
they're going to pay, you know,a lot more money that that 20%
or whatever you're getting isgoing to be a bigger, bigger
chunk of.
I mean because those guys,those engineers, are making
$250,000, $300,000 sometimes.
Speaker 3 (23:52):
Yeah, like out of college, right.
Well, what's interesting is youdon't have to be in California
to make that California money,like most of what we have.
Most of our members are likenot in California there.
So there, you can be in theMidwest and get a client in
California.
That's right, and they'll hirelocal candidates.
And that's another thing Ithought too, like, oh, I can
only service companies in mygeography because, you know,
(24:15):
back in the day you would kindof show up with a little
three-ring binder and have aclient meeting and walk around
to see the office.
And that was like the oldstandard of parole where a
student tied nowadays like theydon't care, it's a Zoom call and
you can be based anywhere inthe country and they don't care
either.
Right, as long as you can findthem a candidate, they don't
care how long you're recruiting,how big your agency is or where
(24:37):
it is.
As long as you know you candeliver a resume of somebody
who's in the show to work, who'sideally local for them, it's
fine.
So, yeah, we have people inFlorida making like San
Francisco placement fee wagesfor a three-in-the-k salary,
right.
Speaker 2 (24:53):
When any more Miami.
Like look how much money peopleare making in Miami now.
Like it's crazy the way thingshave changed and with all the
finance companies and everythingmoving down there, you
definitely have higher salariesthan what you had, you know,
three or four years ago, becausenow you've got the Goldman
Sachs of the world, you've gotthat New York money coming down,
you've got Chicago peoplemoving down there and it's just
changing the game in Florida.
(25:13):
And yeah, I mean, if you canbase yourself here in Cincinnati
or something and do work for acompany that's paying guys
$300,000, $400,000, you know yousell two of the.
You place two, three candidatesa year and you're doing okay.
You're leaving your full-timejob, you know.
Speaker 3 (25:33):
Yeah, absolutely, it's funny.
So, yeah, you're 100% right andI think what I find you know,
what I found are the people whodo well in this is like could?
People might be thinking likewhy?
Or listeners might be thinkinglike, okay, this is interesting,
like, but why recruiting?
Like, especially if they'venever been exposed to it.
But you know, there's pros andcons to everything, right?
I think the pros to recruitingis that it doesn't require any
(25:55):
technical skill, right?
Like, if you run an ad agency,like you do, or like a marketing
agency, you have to know a lotabout technical things, and so a
lot of people just don't havethe technical, technical
activity or they don't want tolearn it, so they don't want to
learn about.
You know how to run socialmedia marketing.
So, like that's, you know.
They might kind of just say,okay, not those.
Nor do they want to do anythingthat's like, maybe like real
(26:18):
estate, okay, maybe, like theydon't want to flip homes or like
like.
I always thought like I was agood people person, so I thought
real estate will be good for me, but I just never really got
into like square footage andplumbing and I thought that
stuff was kind of boring, likeI'm not a handyman so I don't
even know like these, liketechnical.
You know home things right,like sightings and drywall.
Speaker 2 (26:37):
When you get hosed by contractors if you don't know
how it actually works, like theydon't have any respect.
They won't have respect for youand they'll be like, oh,
they'll try to screw you over.
Speaker 3 (26:47):
Right.
So like that, like I'm notreally I don't know about that.
I'm kind of like I don't wantto get into that, or sure it
seems complicated to, butrecruiting just felt like easy.
I'm just talking to somebody is, hey, I'm looking for this type
of job.
And I find someone saying, hey,I'm looking for this type of
person.
I'm like, hey, you guys shouldmeet, let me just set that up
and coordinate that, and I'lleven coordinate the interviews.
(27:08):
And they hire them like cool,well, here's an invoice for
$30,000.
And they're like, okay, I'mlike that's it, that's the pros.
It's simple, easy, as peoplewho do well are people who are,
I think, fairly extroverted orat least able to just pick up
the phone and kind of, you know,move the ball forward.
You know, move the interviewprocess forward, someone who can
(27:28):
listen.
Speaker 2 (27:29):
I mean you think about it, be an empathetic and
sort of compassionate for thisperson and their talents and you
know being able to understandwhere they want to go.
You don't want to place anybodyin a job that you think they're
going to hate, like a companythat's not going to treat them
correctly.
You know, just treat them likea number or they're going to be
booted out after.
You know, like this situationhas happened to you a couple of
(27:49):
times like you don't want to putsomebody in a situation where
the economy turns and all of asudden, bye-bye recruiters.
You know, I mean it's.
You know there's otherindustries where that could
happen, but I mean they.
You know, as I listen to you,the more hyped up I get because
I'm thinking of all the peoplethat the turnover in ad agencies
and this is, you know, justcoming from my perspective, it's
(28:10):
crazy.
Like this isn't likeengineering, where a guy will go
become an engineer at a companyand stick around for 20 or 30
years.
It is very incestuous inagencies.
Like people will go from oneagency to another agency, back
to that old agency to anotheragency and everybody knows
everybody and everybody worksfor everybody else.
In the only way to make moneyis to leave and go to a new
(28:32):
company.
Otherwise you're going to getthat like inflationary raise.
Even if you get that, like youmight not even get that, but
these people, I mean they'reflipping jobs every one or two
years.
And if you've got a networklike I do I mean just owning an
agency I know so many freelancedesigners and developers and all
those people it's like all yougot to do is turn this on and
(28:54):
then take advantage of yourinitial network and then
eventually you're going to buildthat network and you're going
to and I get people on LinkedInhitting me up all the time about
hey, you ever thought aboutworking in insurance or you ever
thought about working in this,and that I mean I don't know how
many messages I get every.
I've just stopped it.
There could be legit messagesin my LinkedIn thing, but it's
like I don't even pay attentionto anymore because it's like
(29:16):
I've been trained not to look atthose automated messages that
people send out.
But you know, being able totake advantage of your network,
especially if you're I mean, I'min my 40s, so I've got a pretty
big network of people.
But If you have a network or ifyou're in an industry long
enough.
You're going to build up yournetwork and it's almost like
this is almost the perfect sidealso for somebody like that,
(29:39):
because you could have a nine tofive job and just turn this on
you know place three or fourpeople a year maybe, and that's
good money.
I mean that could help you payyour mortgage, pay off your car,
pay for your kids, college, andthen eventually you just turn
that on full time and you'rekilling it maybe.
I mean this is great.
I mean I didn't even know thiswas a thing.
And the fact that you've beenable to come up with this and
(30:01):
say, look, I'm just going tocreate a recruitment accelerator
program and teach people how Idid it, and you just kind of
stumbled into it in a way.
And now you've got this thingwhere you're helping other
people 200 different peoplestart their companies.
I mean that's congratulations.
I mean you're helping peopleactually change their lives.
Speaker 3 (30:20):
Yeah, thank you, it's very rewarding.
I guess you know, like as arecruiter, it's rewarding to
help people find like a dreamjob.
And now you know, I'm kind ofhelping people find their dream
like hustle, right, the dreambusiness.
So it's been really rewardingand I think, yeah, like if you
have a, we have the people thatcome to us who are not
recruiters kind of like what youmentioned.
(30:42):
They do have some type ofindustry experience, right.
They're like hey, I've beendoing project management for 10
years, or I've been doing QAengineering for eight years, or
I'm in IT, I'm in IT specials orI'm in healthcare, and they
work with recruiters and theyrealize like, well, this
recruiters kind of dumb, likethey don't know, like they kind
of know what I do but not really.
And so they're like I can dotheir job way better than they
(31:05):
can and they're making 20% of mysalary just off, like saying my
resume over, like I should bedoing their job, like I can make
more money and I know how tofind people like me better than
they can.
So then they come to us saying,hey, I want to start a niche
recruiting business in my areaof expertise in my industry and
help other companies find peoplelike me.
(31:25):
And because they can go andthey can compete against
recruiters, like you know theycan if you're an engineer or
you're a software developerspecializing in mobile games for
10 years and you, but you havezero experience.
But you can talk to a VP of VPof mobile game development and
say, hey, I'm a mobile gamedeveloper.
I can help you find people likeme Cause I know exactly what to
(31:47):
ask him.
I can look into their code, Ican see their code samples.
They'll hire you over me with10 years of recruiting
experience because you know theindustry is so deeply, because
you are one of them, so havingthat type of industry knowledge
is so valuable.
So those people do really well,plus people with recruiting
experience.
Of course, they have a shorterlearning curve as you're getting
(32:08):
into this.
But to address your thing aboutlike like you will be what will
we call a passive candidate?
Right?
There's two types of candidatesin the market active and the
passive one.
Active ones are people are.
They're posting their resumeseverywhere looking for a job,
actively looking for a job,right.
A passive candidate will getsomeone like you, like they have
no interest in really lookingfor a job.
They barely read LinkedInmessages, right, because they're
(32:31):
heads down, they're doing greatwork and so basically our job
as a recruiting agency person isto go out and owner is to go
out and actually recruit passivecandidates.
People may be not unlike youwho are not looking they don't,
they're hard to find theirresumes on everywhere and
they're very hard to engage.
Like they don't take phonecalls with recruiters, but if we
(32:52):
can get a hold of them, engagewith them, pick the curiosity,
build up the opportunity so thatthey're you know what, john,
initially I wasn't even takethis call, but now that we've
spoken, yeah, I'd be happy totalk to your, your client, and
that you know that person isworth such a premium to the
company, because otherwise theywouldn't even they wouldn't be
on the radar, right?
Speaker 2 (33:11):
So that was the thing about doing the app too.
It was.
You get passive candidates.
You just say to people look,put your thing on here, somebody
might reach out to you at somepoint.
You know, if you match for ajob, somebody's going to reach
out to you.
If not, you're not on herelooking.
You just put your resume onthere and then every once in a
while, we're going to match toyou and somebody's going to
shoot you.
Just keep the app on your phone.
(33:31):
Somebody's going to send you anotification that says hey, if
you're looking for a job, theseguys are hiring.
250 a year.
What do you think?
Speaker 3 (33:39):
That's it, yeah.
So, yeah, LinkedIn, yeah,LinkedIn serves kind of like a
similar, a somewhat similarfunction with people who, just,
you know, naturally by being onLinkedIn you have exposure, you
know you'll be on the radar ofrecruiters.
But, yeah, we had the same typeof issue maybe about six months
ago where, you know, we werewriting automations really,
really well on both LinkedInautomation and email automation
very, very effective, easy,scales, very well.
(34:01):
But over time we startedgetting, you know, lower and
lower response rate because, asmore people started doing
automations, people like you,you know, get bombarded right by
recruiting messages.
So it's funny enough that, likea few months ago, we launched
our 3.0 version of our program.
The 1.0 is all manual, likesmile dial, traditional, like
insurance agency, real estateinsurance, the type of work just
(34:23):
pick up the phone and dial.
So that was the 1.0.
The 2.0 was automation onLinkedIn email.
The 3.0 that we have now iswe're able to leverage AI
software to send hyperpersonalized video messages to
clients and to candidates with,yeah, with their LinkedIn
profile in the background, withtheir name in the video, because
(34:45):
you have to kind of keepinnovating to stand out from the
sea of other recruits, andthat's really the you know.
Earlier I talked about the prosof this.
Right, lots of money, you know20 to 30 K plus fees.
Costs are just a couple hundredbucks a month for tools and.
But those are pros and it's notrocket science.
You're just connecting peopletogether.
But the cons, to be realisticand fair for everyone, is that
(35:07):
it's important to know that it'svery competitive.
Right, there's this so manyrecruits out there because
there's a low barrier to entryand so, because it is
competitive, the margin of erroror the wiggle room you have is
very small.
One little mistake like it'sit's hard to.
You have to do it really right.
It's kind of like dating, right, like dating is competitive If
you want, like the bestavailable part is out there,
(35:30):
it's competitive, and so youkind of have to have solid like
your game has to be solid Anyweird mistakes social football,
like you're, you're blown out,right?
Similarly, in recruiting, like,yeah, any type of
miscalibration, mistake, doingsomething that you know you're
more supposed to do, or showingsigns of a weakness or signs of
insecurity to a hiring manager.
If they doubt your confidenceand able to help, in your
(35:52):
ability to help them fill therole, let's go with someone who
seems more confident in helpingthem right so?
Speaker 2 (35:58):
yeah, but the cool thing about it is is like
multiple people can recruit oneopen position.
So if you can find thatsomebody's hiring for a specific
position, you know, I meanthey'll, they'll listen to,
they'll see anybody's candidateLike it's not just like I mean
you're not, you're notnecessarily an exclusive
recruiter for this company.
They're like look, you got acandidate, send it to me.
(36:19):
I got five other recruitingcompanies sending me candidates
too, so you better send mesomebody, good.
Speaker 3 (36:24):
Exactly yeah, so right that for that reason it's
not that hard to get a client,as long as you know how to like
run the sales call, because youknow they're also sensitive to
like.
They don't necessarily want tojuggle like two dozen
relationships with agencies whoemail them every day.
They want to be selective andjust have, like, their favorites
.
But, yeah, if you know whatyou're doing, give the right
skill and the process, the rightstrategies and everything else,
(36:45):
then it's very doable, right?
So we tried to do our best tokind of give them an easy button
.
Right, press this easy button.
Here's a blueprint to show theexact templates, the script.
Don't deviate from it in thebeginning, get a control
baseline.
Later on you want to play jazzlike you can, and so I think the
people who who do well with ourprogram are people who are just
like ready just to do this andare open to just following our
(37:09):
proven roadmap and just get theresults.
And so, yeah, it's been a lotof fun.
Then I think it's a great.
I mean, I love it.
It's been great for me and sofor people.
If you're listening out thereand you are a, you know, fairly
social person like you knowyou're a natural connector.
You like to connect friendswith other people you know in
your network.
This is basically doing that,but getting paid for it.
Speaker 2 (37:29):
So which is a lot of people.
So let's, let's yeah, yeah,yeah.
Well, this is awesome, john, Ireally appreciate it.
I want to respect your time.
I know you got jumping here ina couple of minutes.
Tell people how to find yourreach out to you.
We're going to have info in thedescription of the podcast
episode too, but if anybody'slistening, just tell them
quickly how to reach out and getstarted with you.
Speaker 3 (37:49):
Sure, so you can just Google the word recruiting
accelerator we pop right up.
You can go to my LinkedInprofile as well, check out my
background, check out theLinkedIn recommendations and I
kind of welcome people to checkout my LinkedIn recommendations
and try to find one or twopeople who have a similar
background.
We have so many people now thatlike find someone that looks
like you and you can kind of seetheir journey, and we have on
(38:12):
our website, our testimonialspage, videos of me interviewing
everybody and them sharing theirown unique process about how
they start the side hustle andmaybe their full-time hustle and
hopefully that inspires you.
And if you want moreinformation, we have a training
video you can watch on ourwebsite as well.
Speaker 2 (38:28):
I love it.
Well, you got a great domainname.
Yeah, thank you.
I'm surprised you were able toget that, but I had to buy it
from somebody.
Speaker 3 (38:34):
Yeah.
Speaker 2 (38:35):
Oh the bastards, I hate them.
Yeah, the cyber squatters.
Well, john, this has been great.
I love this.
I think this is a really,really good idea.
I've actually got a couple ofpeople I'm going to reach out to
after this and tell them Ithink I found a side hustle for
you.
Speaker 3 (38:50):
Yes, yes, it would be perfect.
Yeah, we should watch theLinkedIn.
We'd be happy to give them somefree advice and however I can
help them, we know Happy to be aresource.
Speaker 2 (38:58):
Oh yeah, Run you through the program, man yeah.
Speaker 3 (39:02):
Or at least point them in the right direction.
If they have any basicquestions, I'm happy to help out
.
Speaker 2 (39:06):
I love it, john, awesome man.
Well, thank you very much andyou're doing good work out here
helping these people out,helping them find a side hustle.
So congratulations andcongratulations to you, just for
getting out of the 9 to 5 worldand doing your own thing.
Speaker 3 (39:20):
Thank you so much.
Can never go back and notlooking back, Never can go back.
Speaker 2 (39:24):
I'm telling you Never can go back.
Yes, sir, well, I appreciate it, thank you.
Speaker 3 (39:28):
All right, thanks, adam.
Have a great day, appreciate it.
Speaker 2 (39:31):
Recording stopped.
Boom, cool man.
Well, yeah, I will chute outall the stuff.
We're going to have embed codesand everything else to send you
that you can just pop theplayer essentially on your
website so people can justlisten to it right there on your
website, if you wanted to dothat, and links and a 30 second
little video clip you can put onsocial and all that stuff.
Speaker 3 (39:52):
Awesome, cool.
Thanks, man, appreciate it.
Yeah, and again, if we reachout, if you have a question for
recruiting, happy to just chatwith you.
Love it, john, I'll be outthere.
Speaker 2 (40:01):
All right man.
Thanks, dude, good luck.
See you man.
Speaker 3 (40:03):
Talk to you.
Speaker 2 (40:05):
Thanks for joining us on this week's episode of Side
Hustle City.
Well, you've heard from ourguests, Now let's hear from you.
Join our community on Facebook,Side Hustle City.
It's a group where people shareideas, share their
inspirational stories andmotivate each other to be
successful and turn their sidehustle into their main hustle.
We'll see you there and we'llsee you next week on the show.
(40:26):
Thank you.
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