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The Fordyce Letter

Straight Talk for the Recruiting Profession


Jeremy Sisemore

Jeremy Sisemore has been one of the leading SAP Executive Recruiters throughout North America for the past ten years. He started his career with MRI and was Rookie of the Year in 2000 and quickly became the go-to resource for SAP talent acquisition needs nationally. Jeremy billed millions of dollars in placement revenue over 6.5 years with MRI, received a CSAM Certification, and became known for public speaking on “best practices” within the recruiting industry. In his career, Jeremy has over $4.5 Million in total recruiting billings and has placed SAP talent at all levels up to VP/CIO with over 60 major Fortune 500 clients throughout the United States, Canada, and Mexico. Jeremy and his business partner, Erek Gerth, decided to form their own company in 2006 and haven’t looked back since. In his career, he’s been a solo-producer a billing manager, a franchise recruiting firm owner, and an independent recruiting firm owner. His personal annual billings have consistently ranged from $300k – $700k+ per year throughout his career. Jeremy has hosted a radio show for the recruiting industry on www.recruiterearth.com, writes a BLOG article for the SAP industry, is a frequent writer for The Fordyce Letter, and has appeared on Next Level Recruiter Training’s Big Biller Series. Speaking engagements have included MRI National Franchise Owner Meeting, MRI CSAM National Meeting, Many MRI Regional Meetings, and Textron’s Corporate National HR/Recruiting event. Jeremy was a collegiate athlete in the Big 8 and Big 12 conferences, is a graduate of The University of Missouri and is a proud father.

Articles by Jeremy Sisemore

Business, How-To

Press Releases, Search Engine Optimization, and Taking Your Brand to the Next Level

by on Jun. 7, 2011


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If you’re like me, you always just assumed that press releases were expensive and had to be handled by a third party public relations firm. I knew that in order to reach my goal of becoming the #1 firm in the U.S. that focuses exclusively in SAP talent acquisition, I needed to do more than just be the best recruiter in terms of delivery.

Perception can oftentimes be reality, and I wanted to build an image that conveyed to my potential clients and candidates that we’re the “go-to” firm in their niche. What kind of firm would we be if our website was outdated and unprofessional? How good could our firm really be if they couldn’t easily find out about us on the Internet? Here’s a great question for you to ponder about your own market presence: If a target client was using Google to locate a great recruiter that specializes in your niche, would that client easily find you on page 1 of the search results?

I’m from the “old school” and understand that outbound direct marketing phone calls are the #1 key to our success. However, if you’re not looking at how to better utilize technology to land business that you otherwise wouldn’t have had, I think you’re giving a huge advantage to your competitors.

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Fees, Relationships

Approaching Referral Fees With Your Business In Mind

by on Dec. 20, 2010


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As we finish the fourth quarter of 2010 and enter a New Year, I encourage you to consider a New Year’s resolution around the idea of generating more business and candidate leads through referrals. That being said, a question arises that has been asked for as long as recruiting has been a profession: Should we pay for referrals?

More and more executive recruiters are being faced with the question of “referral fees” by professionals we are contacting in our day-to-day recruitment campaigns. I know my firm has seen a real increase in the past year or two and this raises many questions. As an industry, how do we want to respond to this dilemma? As a recruiting firm owner, how do I train my Account Executives and Recruiters to respond to this question? Is this ethical? How do I capture this expense in my accounting? Do I need to file a 1099 when I pay someone a “referral fee”?

This is kind of a “HOT” topic with many in our industry.

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