The main reason I love writing “The Recruiter Chronicles” is that I do not write from the perspective of being a “big biller” (yet). Consider me somewhere between consistent solid performer and top performer, but definitely not “big biller.” I am an “everyman” type of recruiter and I, like most of you, am scratching and clawing towards “big biller” status. I do feel like I’m on the way though, and this series that I write is a testimonial to the misadventures that have and will happen along the way.

I have two teammates here at The Aureus Group in Omaha, Nebraska that certainly qualify as “big billers,” having both eclipsed the Million Dollar annual production threshold recently and trending to do the same in 2011. Recently, I sat down with both of them and asked for their perspective on what it has taken to arrive at this hallowed ground of agency recruiter production. For the sake of anonymity we will call them, lovingly of course, “Big Biller A” and “Big Biller H.”

Big Biller A has been in the recruiting/staffing business since 1987 holding many different roles, including one as a recruiting franchise owner. Currently, Big Biller A is a Senior IT Recruiter with Aureus Group and also manages a team of three recruiters.

Big Biller H was recruited into our industry right out of college, and has been going strong now for nearly twelve years. Currently, Big Biller H is a Senior Account Manager working directly with clientele of the Aureus Group, and she has been with us for more than four years.

Before you accomplished it, did you ever think it was possible to bill in the Million Dollar range in a single year?

Big Biller A: Hard to imagine, isn’t it? Yes, I’ve always thought it was possible. When I was a franchise owner, I was the sole individual responsible for sales and revenue generation and had a team of three recruiters working to fulfill those orders. We were close to $1MM in margin as a group years ago but I didn’t track it individually like we do now.

Big Biller H: I always knew the potential was there, but with the way the economy has been the past few years, I never anticipated that 2010 would be one of my best years ever.

Tell me about a low point you have had as an agency recruiter. Has there ever been a time you thought about getting out of this all together? If yes, what pulled you back in?

Big Biller A: Yes, every day I think about getting out of recruiting (Laughs…). Seriously, when I got out of our franchise business and had already spent nearly seventeen years in the business at that time, I thought it was time to get out and do something new. I kept coming back to opportunities within the recruiting industry. It’s in my blood – kind of like a disease!

The low points are always difficult times in the marketplace like recessions and recruiting in the IT field where we’ve been at 100% employment with most skill sets for several years. I just don’t let myself “buy into” that mentality.

Big Biller H: When the bottom fell out of the telecom industry in 2001, I actually did take a hiatus from the business for a couple years to pursue other sales opportunities. However, IT recruiting really gets in your blood, and I truly missed the rush you get when you find that perfect match for an employer and change a candidate’s career and life for the better! I also missed the competitive nature of this business and the thrill of beating out the other guys. Nothing can beat that.

What is the single biggest success factor that has allowed you to have the kind of productivity you have had for the past couple of years?

Big Biller A: It really boils down to two different things. First, I’ve got the right skills and am in the right place at the right time with the right people. I work with an incredible team of people here and in particular, I partner with a great Account Manager that works hard and continues to bring in the business. We both want to fill every job that we get and expect to do it! Second, our model is the most successful in the recruiting business, in my opinion – and I’ve worked in all possible models! In our roles here at Aureus Group Systems Division, we are either a dedicated recruiter or a dedicated account manager. We don’t try to do both because different skills are required and most people’s strengths favor either recruiting or account/business development. This has created a synergy, high production capability, and capacity best illustrated by the old saying, 1+1=3.

Big Biller H: One thing I was very fortunate to have at the beginning of my career was excellent training in this industry. I was taught that building relationships with your clients is KEY to not only make one placement, but to build a long-term “trusted advisor” relationship. That, and of course also to provide them with better talent than your competitors can. No matter how great your relationship is, if you don’t have the product to offer, all you’ll have is a good friend.

What have you both done differently than in years past? Or, what have you tweaked in order to stay ahead of game?

Big Biller A: I am more focused and specialized. In prior years I’ve been pulled in many different directions with multiple responsibilities. In my role here, I can apply my laser-like focus and produce the talent our client’s need when they need it, and also lead, mentor, train and teach my recruiters to do the same.

Big Biller H: One thing I have started doing is marketing specific candidates much more than I have in the past. I try to create a need where maybe there wasn’t one. This shows my clients that I have them top of mind when excellent talent is available — regardless if they have an opening or not.

What changes do you see coming in our industry, and what are you doing to prepare for those changes?

Big Biller A: Technology is constantly changing and has been tremendous and an incredible asset to what we do with the addition of social networking and everything else. Unfortunately, it can also be a huge distraction if you don’t manage your time and it manages you instead. I’m very careful not to get sucked in by it because before I know it, four hours are gone! There are more and more distractions all the time.

The IT talent pool will remain very tight and the market is becoming more and more candidate-driven in IT all the time. We will need to continue to dig and cold-call recruit talent that is already employed.

Also, with the ability to work from anywhere at any time, the industry will be more global than ever before. Companies can offer their services more easily on a nationwide basis instead of just locally or regionally. Because of the lack of available, qualified talent, companies are going to need to become much more flexible when filling their staffing needs. We need to educate our clients that people don’t have to physically be in their location to get the job done properly.

Big Biller H: Right now, it seems that Cloud Computing is really picking up steam, and I’m hearing a lot about mobile device development as well as a plethora of IT opportunities within the Healthcare industry. I try to stay as knowledgeable as possible about upcoming trends and take time to attend the user group meetings and read the industry newsletters, especially anything that is related to our target markets.

What advice would you give someone that is stuck about halfway to being a “million dollar producer?” How would you coach this person to get all the way there?

Big Biller A: One of my first managers in this business, Margie, gave me great advice. She told me to continually ask myself if what I was doing at the moment was the most productive thing I could be doing RIGHT NOW. If not, stop and go back to being productive. Am I working RIGHT NOW on something that will lead me to achieving my goals and the goals of the organization? If not, stop and get back to working closest to the money!

My parents owned many retail businesses and I worked in those stores from the time I was eleven years old. They taught me that the customer is always right, even when we may know they’re not. I’ve been very conscious about always treating everyone like they’re my customer. Because, guess what? They are! The candidate you are interviewing today could be your customer and start buying services from you tomorrow! It’s amazing how often that happens in our business.

Be empathetic to people that have been out of work. It becomes very difficult as a recruiter to hear the horror stories from our candidates. We hear hundreds of those stories and can get desensitized to it, but maybe this is the first time that candidate has confided in a recruiter with their story. I try to treat those individuals with care and respect and have faith that it will come back ten-fold.

Finally, work harder and smarter than everyone else is working. Be the first one at work, the last one to go home, and be the person that recruits on the weekends. You will continually stay ahead of the competition.

Big Biller H: I agree completely with all of that. I would only add to really know your product and your target audience! The better I truly know my candidates and clients, the more value I can add. Also, remember not to take yourself too seriously. This is a stressful business, and being able to laugh with my coworkers about the craziness of our industry really helps me keep things in perspective.

Both Big Biller A and Big Biller H enjoy and embrace the grind required to stay in the elite class of agency recruiting. Both are humble enough to accept that talent is not enough, and effort must always outdistance ability in order to achieve at the level they have. Both live in day-tight compartments of planning, which is cornerstone premise coined by the great Steven Covey. They both allow urgency to create positive action rather than desperation. Lastly, and most important, both have had to fight through adverse times in their career, when it is hard for most to envision success on the path in front.

The Recruiter Chronicles will return soon with a story about how a Corporate Recruiter has become my closest ally within the walls of my best client. Stay tuned!

What’s the secret to being a “high biller?”

Is it using a formula? Making a certain number of sendouts? Perhaps using just the right script? The right niche? Or just luck?

Then again, is it something else that drives certain recruiters to sky-high billings?

It must be! Look at any champion. Any superstar. Any winner at anything! Are they stronger, better looking, more articulate than millions of others? In fact many are weaker, uglier, and don’t speak as well. Were they just lucky? Always, until you know their story. Let’s say it’s hard work. No, that’s not it – manual laborers aren’t high billers.

I’ve watched and assisted others as well as personally made placements for 45 years. I was a high-billing recruiter and an HR manager, and now I am one of the bestselling authors in our field as well as ‘our industry’s lawyer.’

In the upcoming August issue of The Fordyce Letter, I’m going to show you what makes a high biller bill high. Here is an excerpt from the article:

There’s always been a misconception about the difficulty of “making a placement.”

This causes those who’ve never done it (notably most human resourcers, managers of every size and shape, and the general public) to think it’s “easy.”

I summarize the mindset as “A five-figure fee for a phone call.” Or in the vernacular that’s been around since before I wrote my first JO in 1966, “Throwing enough paper against the wall and hoping some of it sticks.”

The actual process is simple.

1. Call or email some business and find someone who’ll tell you what they think they want someone to do, the type of person they think can do it, and what they’ll pay.
2. Take some notes and call it a “job order” or “search assignment.”
3. Confirm that they’ll pay a certain fee if they hire someone as a result of your referral.
4. Call or email from any source you can find to contact someone who does that kind of work.
5. Sell them on the job.
6. Get their background and contact information, and
7. Forward it to the business.

That’s the “how.” Teach it to a lawyer and you’ve got a trained lawyer.

Just pick up the phone or click on the icon. Just go through the motions. Smile and dial enough times and “placements” – five-figure fees – happen.

No way. They don’t call it “making a placement” for nothing. If you don’t make a placement, nobody gets placed. There’s no place to hide in a recruiter’s office. The business doesn’t reward effort (repeating the “how’s”), it rewards results (from living the “why’s”). It’s relentless in requiring those results, and accepts no excuses, exceptions or explanations.

The mind bend that exists about the difficulty, along with the incredible amount of “call rejection” and rudeness recruiters encounter daily, makes those high billers so amazing.

“Get it,” and you’ll bill high too. Really “get it,” and you’ll bill sky high!

Coming in a few short weeks in the August issue of The Fordyce Letter.

Get it! Subscribe NOW!

“She said what!?” I heard the question fly from the other side of the room punctuated with disgust. Each one of my teammates’ ears were now perked with anticipation to hear what “she” said. We waited patiently for a minute, and up from her cube popped my teammate Chris. She exclaimed, holding her head in her hands and looking like she was in great pain, “I can’t believe it!”

“What?” about three of us asked at the same time.

“She did it again,” Chris said with a tone of resigned disbelief in her voice.

“Who?” we asked.

“You know who,” Chris answered. At that moment we all knew. “You-know-who” is a bit of a nemesis of ours. She is a million-dollar producer that none of us know personally, but deal with on a constant basis. If you just looked at her body of work in terms of numbers you would be infinitely impressed. She is known to be a consistent big biller, with the best contacts, and amazing work effort. Unfortunately, she also known to be somewhat morally and ethically challenged within the confines of recruitment.

Chris went on to explain the new chapter of this sad saga. “You know we just placed Sandy over at XYZ Company, and you-know-who and her candidate finished 2nd. Well….as soon as she found out, she called the client and said that Sandy lied on her resume about her work experience and education. The client just called me wanting to pull the offer, and is ready to hire you-know-who’s candidate. They even admitted that  you-know-who told them this. I told them this is a lie, and that we are sending all the verifications over immediately. Luckily we have them already, and they agreed to not rescind the offer if it checks out on their side too. Can you believe that?”

Before the end of the day, Sandy was cleared and everything was good to go with her job offer. We were appalled  by you-know-who’s actions, but actually not all that surprised. We have come to find this as standard operating procedure for her. She has a whole highlight reel of legendarily despicable moments that are similar to this. It made all us mad that she would do this, but most of all we were amazed once again at what she is capable of.

You see, at the Aureus Group we have this thing called a value statement that governs how we do business. Not trying to be sanctimonious here, but we take what we do pretty seriously, and feel that the least of what we are bound to is our ethical standards. And by the way, if you don’t feel that way about yourself or your firm, what in the world exactly do you stand for? (More on that in a shortly.)

I don’t want to speculate too much here, but you-know-who clearly does not operate with any such values or principles in mind. Which brings us to the most depressing and disgusting fact of all of this.: she continues to be a million-dollar producer. Year after year.

What we have come to find is that clients and candidates alike simply just accept the fact that she is who she is. They see past the B.S. because they believe she is the most effective Accounting and Finance recruiter around at making placements. Simply put, she gets great candidates in front of her clients consistently and quickly. Her methods, by what we have gathered, are indisputably questionable. But, if you are a client, you care that you are getting great people. If you are a candidate, you care that you are getting a great job. It’s the means to the end that have seemingly gone unchecked for years with little or no recourse. You see, I would really like to think that this kind of behavior would have the karma police ready to pounce, and perhaps they already have and I just don’t know about it yet.

The bigger thought I have wrapped up inside this twisted tale is wondering how prevalent this all is in our industry at large. If you-know-who is doing business this way, then I’m sure others are as well. If our clients are accepting of it, then others are, too.

But what about you? Where are your values? As questioned earlier, if you don’t have a set of values and ethics by which you work, then what exactly do you stand for? Making placements? Making lots of money? That’s just not enough unfortunately and nobody could ever talk me down from that soapbox.

How you do what you do, in my opinion, is more important than how well you do it. Moreover, how you do what you do dictates how well you do it. The minute you value results over ethics is when you become like “you-know-who.” So do it well recruiter brethren, but please also do it right.

I would love to hear your thoughts on this situation. Please let me know what you think in the comments below!

image source: Lenore Edman

Bob Marshall‘s been in this business for over twenty years — he has built up a wealth of knowledge about the business of recruiting. In particular, he knows what it takes to be a “Big Biller” – after all, he’s trained many people how to achieve this elite status. For those unfamiliar with the term, it typically applies to those who have billed over $1 million over their career. And who wouldn’t want to be one of those?

At the Fordyce Forum last Friday, Marshall shared with us what makes a “Big Biller.” Those in attendance received a hard-hitting lesson on the things that need to happen and the activity level that needs to be reached in your recruiting career for you to accomplish this level of achievement. It’s not an easy goal to attain – but it’s a goal well worth pursuing, as Marshall shared.

Below are several things Marshall listed that differentiate a “Big Biller” from the average producer. Take a look at this list and consider how many of these things you’re currently doing…or not doing.

1. “Big Billers” understand the numbers:
   1. “Big Billers” monitor daily numbers and know their ratios. Do you know what interview-to-placement ratio you need to meet your daily, weekly, quarterly, and annual goals?
   2. “Big Billers” know the exact number of companies in their marketplace. Do you know how many companies occupy your niche?
   3. “Big Billers” make placements with 4% of their marketplace.
2. “Big Billers” have a quarterly sheet; average producers don’t know what that is. Have you thought about, and then written down, what you need to do production-wise per week or per quarter to achieve your annual goals?
3. “Big Billers” call “mom-and-pop” shops when others won’t because ‘they’re too small and not worth the effort.’ Marshall mentioned that in his early years of recruiting, he could have called Apple when they were a mom-and-pop operation. Imagine the relationship that would have developed!
4. “Big Billers” are always on the phone. ALWAYS. Would someone be able to hear a pin drop in your office, or is there a buzz of activity?
5. “Big Billers” market every single day – it may not be for a long time, but they do it daily. They want that skill available to them so that when they need it, it hasn’t eroded. Do you market daily to keep your competitive edge sharp?
6. “Big Billers” are great planners — but they hate planning. And they do it the night before, not the day of. Do you have a daily plan mapped out each morning when you start working?
7. “Big Billers” know that out of 15 job orders:
   1. 0-1 will be search assignment quality
   2. 4-5 will be matching quality
   3. 10 (or 2/3) will be can’t-helps

   Do you have realistic expectations of your job orders, and are you confident enough to only work on the quality assignments?

8. “Big Billers” do what average billers do, but they do it more often. Do you practice repetition of basic skills daily until they become second nature?
9. “Big Billers” know they will be successful where others are unsure. Confidence is key when approaching both clients and candidates. Do you have unwavering self-confidence?
10. “Big Billers” anchor positive behavior. They seek the positive in every situation and uplift those around them. They encourage not only themselves but their coworkers, peers, and colleagues. Do you uplift those around you?
11. “Big Billers” know there is a big difference between knowledge and execution. Do you simply know what you’re supposed to do – or do you actually do it?

If you receive The Fordyce Letter print version, make sure to read Bob Marshall’s May and June articles, Conversation with a Superstar, ‘Robocruiter’ & the Total Account Executive Parts 1 and 2, for even more in-depth information about habits and activities of “Big Billers.”

How many of these items do you currently practice? What are some other qualities that make a “Big Biller?”

I am an executive recruiter with more than a decade working in my niche. I firmly believe that search is for those with active, not lazy, brains. This business does not require an IQ of 140 – but it does require the ability to quickly assimilate lots of data – verbal, written, and visual in nature.

I haven’t achieved all I have to this point without having an established core business foundation. These are things to which I can attribute much of the success I have seen over the last ten years and which I know will guide me through the next ten and beyond. My hope is that by sharing the following five foundational components of a recruiting business, you will have the tools to use to achieve further success in your own business as well. 

Commitment and Continual Learning

Our chosen profession is just that – a “Profession.” It requires the highest degree of commitment and integrity and, like a lawyer, accountant, or doctor, being the best requires ongoing continuing education. To own your niche and be viewed as a true expert, you must continue to develop your knowledge base. Showing up is not enough. You must commit yourself to mastering your niche and learning both your trade and your industry.

Some of you are likely functional experts in your area of search – for example, an accountant turned accounting recruiter – while others may have specific industry experience simply through years of recruiting within that industry. Regardless of which of these applies to you it is imperative that you continue to educate yourself in any way possible to further your understanding and expertise in your niche.

Ethics

Ethics is a very, very important cornerstone to my business foundation. First and foremost, it is important to do what you say you are going to do. Do the work – do all of it and do not cut corners. Secondly, there is a high road and a low road to every decision, and there is only one real option each and every time. There are no barriers to entry in our business; any “yahoo” with a phone and the nerve to claim to be a recruiter can do so. This simple and important fact is to never lose your way ethically. Have you ever seen someone cut corners by not conducting a proper interview, checking references, misrepresent the position’s scope, or the experience of a candidate? Maybe you have seen others recruit from clients, send resumes to clients without candidate consent, or conduct themselves in any way that brings shame upon themselves or this profession. They are in fact the very reason the rest of us are forced to work so much harder to prove ourselves. Renowned financial expert Henry Kravis said, “You can have all the money in the world, but if you are not a moral and ethical person, you really have nothing.” In the end, what goes around truly comes back around – usually multiplied.

Being a Trusted Advisor

You should strive to become your client’s “Trusted Advisor.” A Trusted Advisor acts as the confidant and the “go to market expert” for the hiring authority. A Trusted Advisor has moved the relationship from a transactional vendor to one that is consultative in nature. In order to become your hiring authority’s Trusted Advisor you need to be an expert in your niche, including knowing market trends and having a strong understanding of where the opportunities within your niche are originating. For instance, it is important to know if your client has structured a particular process or department differently than their competitors and why they chose to do so. That fact alone may make it easier or harder to recruit for that specific group. More important than having the market and industry knowledge is having a genuine interest in the success of your client and, more specifically, your hiring manager. If the hiring authority knows you are invested in their success, you have begun to move in the right direction.

A Properly Balanced Desk

I’m not talking about making sure your office desk doesn’t have a wobbly leg. I’m talking about balancing business development and recruiting activities. Keep in mind: a balanced desk does not necessarily mean that both sides are equal. Some people focus on business development while some focus on recruiting for positions others bring into the firm. Let me say that in order to be a “Big Biller” you need to be able to work a complete desk. If you only recruit on another recruiter’s searches and only get paid when you fill the job, it will be very difficult to achieve “Big Biller” type numbers. The odds are in your favor that if you bring in quality searches you get paid EVERY TIME one of your searches is filled regardless of who fills it.

On the recruiting side, most recruiters skip doing research and go straight to their database, Google, or LinkedIn. Those are all good tools but if you build a comprehensive target list and systematically approach the search, you will stay focused as opposed to just jumping from sourcing idea to sourcing idea. Too many recruiters do what I call “working shallow.” They do not fully understand the position so they work with keywords hoping that is enough. Since they do not fully cover a position, they submit one or two candidates for a given position and move to the next search. The problem with this approach is that while they work diligently they fail to completely cover the search and end up coming in second. Remember, you are not paid for effort – you are paid for placements.

On the marketing side, when recruiters pick up the phone and call prospective clients, they must have a solid understanding of the prospects’ business and industry or they risk positioning themselves poorly in the eyes of the client. Again, the research step is often skipped, potentially resulting in a bad first impression with the hiring authority. In addition to doing thorough research, recruiters should schedule a face-to-face meeting with the prospective client whenever possible. Often recruiters who lack confidence in their knowledge of their niche avoid too much client interaction so they are not found out.

In order to achieve “Big Biller” type numbers, you must embrace the need for preparation and continued learning. The failure to plan how to approach a search, the failure to plan out the day’s activities, and the failure to commit to continual education within one’s niche are the primary weaknesses of most recruiters.

Search Continuum (Macro View)

Contingent Fee > Engagement Fee > Retained Fee

Having a macro view of your business is all about ratios, and as you move to the right on the above continuum your fill ratios will improve dramatically, as will the use of your time. In this case, it is not time on the phone, the number of hours you work, or the number of calls you make. Rather, it is managing your time by carefully choosing whom you work with, how you choose to work with them, the search model you use, and your process of conducting a search.

Recruiters often write many searches and seem excited by the sheer volume they write. Many even comment that there are recruiters on their teams that work to cover them.

Here is where the system usually breaks down. When looking at those searches and talking with some recruiters, I hear fill ratio numbers ranging from 1: 4 to my personal favorite –  5:74. My personal close ratio is now better than 4:5.  Let me share with you how I have moved the needle so dramatically.

I require my clients to pay up-front money because it forces them to decide how serious they are about writing the search. When they choose to engage me on the search, they participate more actively in the search process.

Whether the up-front fee for your services is a $500 Starbucks card or $25,000, obtaining a payment in any sufficient amount indicates a few important things have occurred in the client’s process. In this case it means that the search is real and that the headcount is approved. It also means the person authorizing the payment has the authority to conduct the search. There is a certain amount of accountability tied to spending company funds and getting value for those funds. It is my experience that when there is an up-front payment, my calls are returned timely, I get more specific and complete feedback, and the search is not given to another firm.

While I’ve made plenty of placements working straight contingency, when I looked at my ratios I concluded it made little sense to work with the contingent model. Think about it, do your clients run their businesses using a contingent model?

In closing, to become a “Big Biller” you should focus on committing yourself to the business and never veer away from your ethical standards. Always stay in learning mode and continue to educate yourself on your industry niche. Work to become a trusted advisor to your clients and candidates. Balance your day and your business and make sure you work a complete desk. Finally, maintain and build your client list and remember to protect your time by asking your clients to invest their money and time in each search. Stick to these five core foundational principles and you will find all the success you can imagine in your business.

So save the date of Tuesday, December 1 and catch Jeff Kaye as he interviews two big billers — one an old-school legend, the other a young recruiting rock star.

The first guest is Mike Kittelson (photo at top right), who after 15 years and $20M in billings, will share how he is applying new tactics to bring his business back from a high (2005) of placing 110 people in one year for 2.1 M in billings to about a dozen so far in 2009.

Conversely, 25-year-old Jason Johnson (photo at bottom right) will show us how fully applying the fundamentals has led him to billing over $550k so far in 2009 and $1M career to date with less than three years in the business.

We will learn why a Generation Y recruiter is taking on the mindset of The Old Guard while hearing how one of the most prolific recruiters EVER in our industry is learning new tricks!

So tune in to www.fordyceletter.com on Tuesday, December 1 at 2pm Eastern and hear as Jeff and his guests discuss:

- Which of the basics haven’t changed in over 30 years?
- Why our markets will not tolerate some of the old tricks.
- What two men 20 years apart have in common.
- Whether “simplicity” will be the new game in our complicated future.

Bill Vick was interviewed at the request of Amitai Givertz and RecruitingBlogs.com.

When asked who he’d most like to spend an hour with, Ami said:

“It’s just over a year since Bill and I met at John Sumser’s Dallas Recruiting Roadshow. In his presentation he incorporated video interviews with Steven Rothberg of CollegeRecruiter.com, Matt Martone who was with Yahoo! at the time, Chris Russell who publishes recruiting, social media and job board sites, and Jason Davis, founder of Recruiting.com and owner of RecruitingBlogs.com.

Over dinner, Bill talked about his plans to use this video-chat format to reach as wide an audience as possible with the insights of the industry’s top producers, innovators, trainers, publishers, thinkers, networkers, and doers.

No one could argue that Bill has achieved that, and more, with XtremeRecruiting.tv.

I’ve spent an hour with Bill and interviewed him for XtremeRecruiting.tv. You cannot fulfill the mission of profiling the industry’s top producers, innovators, trainers, publishers, thinkers, networkers, and doers without including Bill Vick. After all, how many can claim to be all those things and more?

Contact Ami at AMG Management Advisors: 561-922-7567; 561-283-4744; info@amgadvisors.net; or http://amgadvisors.net.

Jordan Rabyboy is one of my recruiting heroes. Not only was this million dollar Big Biller rookie of the year at MRI when he first came upon the recruiting scene at Sales Consultants Plantation, Florida, but he has maintained his Big Biller status while being totally virtual and traveling around North America in a Motor Home. The Motor Home is his office, home and lifestyle he shares with his wife Jessica and their two dogs. His firm is RayboyIS.com

Jordan is above all things both humble and pragmatic. I recently had breakfast with him on his trip through Dallas  and asked him his views on the economy and what steps a recruiter needs to take to maintain, or even grow, their business along with what he does on a daily basis to keep up the momentum. His answers are candid, direct as well as a game plan for success.

I have spent the majority of my adult life in the placement and staffing business, and it has been a challenging yet fulfilling experience. When I walk into a client site and see the faces of people that I was instrumental in placing years ago, who have now advanced to higher-level positions, I realize the true worth of the services of the recruiting and staffing industry. Seeing the impact that the right hire creates has been a key factor in choosing to make this my life’s work.

After working for others, I launched my own firm in 1993. Since that time, I have had the privilege of initiating, developing, and maintaining relationships with companies throughout the Chicagoland area. In addition to working with corporate managers, I have enjoyed the freedom to be an advisor to people at critical junctures in their professional lives. I firmly believe that for the corporation, the true value of the service of a recruitment company is revealed after the hired candidate has been with the company for twelve months. But how do recruiting companies stay engaged long enough to prove their worth to clients?

The answer, I firmly believe, lies here. Through KeenHire, you, too, can use the tools and techniques that I and other top recruiters have been using for more than forty years. KeenHire offers scientific data to back up hunches, instincts, and that gut feeling, that a candidate is a good fit.

KeenHire is here for you. Our staff consultants can walk you through the selection and analysis process if necessary. Your business success is our business success. So give us a try. We think you’ll come back for more. Visit KeenHire.com to hire with clarity and insight.”