Recruiting Conversations

Welcome to the Recruiting Conversations Podcast, a conversation designed to help Recruiting Leaders who manage a team as well as recruit. Richard Milligan is a speaker, author, strategist, and recruiting coach who built 21 teams as a Recruiting Leader. Want more great recruiting content? Visit 4crecruiting.com!

The Market Isn’t Too Small. Your Strategy Might Be 11/18/2025

The Market Isn’t Too Small. Your Strategy Might Be What if you’ve already talked to every LO in your market? What if the pool feels saturated, picked over, or just plain stuck? In this episode of Recruiting Conversations, I’ll show you how to shift your mindset, redefine your opportunity, and build a rhythm that creates traction—even when your list is short. Whether you're in a small town or a crowded metro, this strategy will help you go deeper, not just wider. Episode Breakdown [00:00] Introduction – When your market feels small, what do you do? The answer isn’t volume. It’s clarity [01:00] You’re Not Stuck. You’re Just Defining Opportunity Too Narrowly – Most leaders assume the list is exhausted when they’ve only made one or two touches [02:00] Depth Over Breadth – Build a rhythm that stays in front of your market: Monthly value-adds Personal video check-ins Team stories and culture clips Consistent follow-up [03:00] Value Isn’t a Job Posting – Real value is insight, encouragement, and strategy. It positions you as a thought partner, not a pitch person [04:00] Saturation Isn’t the Issue – Most top LOs don’t move from one pitch. They move from trust built over time [05:00] Rejection Is Not the End – It’s just timing. Stay in the conversation so you’re the one they call when it’s time [06:00] Expand Your Definition of Opportunity Junior LOs Loan partners or processors Career-adjacent talent Agents considering a switch to lending [07:00] Build a Visibility Calendar – 50+ high-touch moments per year for every LO in your market. That’s how you stay top of mind [08:00] Local Referrals Are Everything – In tight markets, relationships create recruiting momentum. Build influence with agents and community leaders [08:30] If You’ve Stopped Believing, Nothing Else Works – Mindset is your real ceiling. The market isn’t too small. You’ve just stopped seeing it clearly [09:00] Weekly Challenge Audit your recruiting list Re-engage cold contacts Share one valuable resource Make one strategic referral ask Post something that shows what your leadership feels like Key Takeaways You’re Not Out of Leads. You’re Out of Rhythm – Consistency, not volume, is what moves the needle In Small Markets, Reputation Scales Faster Than Ads – People talk. Your brand is built on how you show up Don’t Just Build a Pipeline. Build Familiarity – Value, visibility, and repetition make you unforgettable Redefine What Counts as a “Good Lead” – Great hires often come from places others overlook You Don’t Need Everyone. You Just Need a Few Aligned People to Believe – That’s how real growth starts Your market might be small, but your impact doesn’t have to be. Build your system. Stay visible. Lead with value. You’ll win with depth. Want help creating a recruiting rhythm that works—even in limited markets? Subscribe to my weekly email at or book a strategy session at . Let’s help you recruit with clarity and consistency. /episode/index/show/recruitingconversations/id/39013645

Small Market, Big Wins: When It Makes Sense to Hire a Recruiter in a Limited Territory 11/11/2025

Small Market, Big Wins: When It Makes Sense to Hire a Recruiter in a Limited Territory What if your entire market has fewer than 100 LOs? Is hiring a recruiter still worth it? In this episode of Recruiting Conversations, I walk through the exact framework for determining whether a recruiter is the right move in a small market. I cover the systems, mindset, math, and sequencing that make it work, and share a real-world story of one leader who turned 85 LOs into 9 hires in 12 months. This isn’t about headcount. It’s about mastery, clarity, and building a system that multiplies your time. Episode Breakdown [00:00] The Question – Is it worth hiring a recruiter if I only have 70 to 100 loan officers in my area? [01:00] Why Market Size Is the Wrong Lens – It’s not how many LOs exist, it’s how many are aligned and how strong your system is [02:00] Visibility vs. True Recruiting – Reaching out once is not recruiting. You need consistent, structured engagement [02:30] Real Story: Midwest Leader With 85 LOs – After mapping the market, he realized very few LOs had received consistent value or follow-up [03:30] Question 1: Is Recruiting a Top 3 Priority? – If not, a recruiter becomes an admin, not a multiplier [04:00] Question 2: Do You Have a System? – CRM, avatar, cadence, scripting, follow-up, all must be in place before hiring [04:45] Question 3: Are You Recruiting for Fit or Volume? – In small markets, alignment is more important than raw production [05:20] Question 4: Can You Tell a Clear Story? – If your recruiter can't communicate your value clearly, you’ll lose to comp-focused competitors [06:00] The Math That Makes It Work 3 key hires = $60K/month revenue $720K annually More than enough to justify the hire [06:30] What a Recruiter Should Be – Not a cold caller, but a connector who runs value plays and books warm calls [07:00] When to Delay the Hire – If your system is messy or undefined, wait. Build first. Then hire [07:30] Real Results – The Midwest leader built a system first, hired a recruiter second, and scaled to 9 hires in a “too small” market [08:00] Action Steps Build a clean LO list Document your recruiting message Create a 90-day value-add follow-up plan Prove it works Hire a recruiter to run the top of funnel [09:30] Closing Thought – You don’t need more market. You need more mastery. Strategy wins, not size Key Takeaways It’s Not About Market Size. It’s About Market Mastery – A recruiter in a small market works if the system is already built Recruiting Must Be a Top Priority – No hire can replace your ownership of the vision Build First, Hire Second – Document your message, process, and rhythms before bringing someone in Focus on Alignment Over Volume – In a small market, values and vision matter more than raw numbers Your Story Wins the Game – When your message is clear, your recruiter becomes a magnet, not a salesperson A small market doesn't limit your impact. Lack of clarity does. Build the system. Then scale it with the right partner. Want help building your recruiting system so a recruiter can multiply it? Subscribe to my weekly email at or book a strategy session at . Let’s help you win in any market no matter if it's big or small. /episode/index/show/recruitingconversations/id/38864265

Recruiting the Inner Circle: How to Win When Outside Voices Influence the Decision 11/04/2025

Recruiting the Inner Circle: How to Win When Outside Voices Influence the Decision You’ve been there. The recruit is engaged, the vision is aligned, and then silence. Or worse, hesitation that comes from a spouse, a current manager, or a friend. In this episode of Recruiting Conversations, I unpack one of the most common and misunderstood challenges in recruiting: how to lead when someone else is influencing your recruit behind the scenes. This is the framework I teach leaders to help them stay calm, coach through fear, and win trust without becoming defensive or pushy. Episode Breakdown [00:00] Introduction – The silent deal-breaker: recruits influenced by voices you can’t see [01:00] Recognize the Pattern – Recruits often consult with a spouse, friend, mentor, or current manager during decision-making. This is normal, not a red flag [02:00] Outside Voices Are Often Uninformed – They offer opinions without context. They bring emotion, not strategy. You must equip your recruit to lead those conversations [03:00] Step 1: Bring It Up Before It Happens – Set the expectation early that these voices may show up, and offer your support when they do [04:00] Step 2: Normalize the Moment – Tell them it's okay to feel pulled. Then offer to talk through anything they’re hearing, without judgment or pressure [05:00] Step 3: Ask Better Questions – What exactly did they say? What concern do you think is behind that? What part of it resonates with you? [06:00] Step 4: Validate the Emotion – Instead of debating, say, “That makes sense.” Recruits need safety before they can process clearly [06:30] Step 5: Offer to Include the Outside Voice – “Would it help if we brought your spouse or mentor into a call—not to pitch, just to answer questions?” That move alone often builds trust [07:00] Step 6: Equip Them With Language – Give the recruit specific, value-based reasons for the move so they’re not fumbling through the conversation at home [08:00] Personal Story – Richard shares how a recruit nearly walked away after a buddy’s advice, until one key moment helped him realize he was borrowing someone else’s fear [09:00] Final Challenge – Think about one stalled recruit. Reach out this week, invite the conversation, and be the calm voice in the noise Key Takeaways Outside Influence Is Inevitable – But when you're proactive, it doesn’t have to be a deal-breaker Don’t Argue. Equip – Help your recruit navigate those conversations with clarity, not confusion Invite the Inner Circle In – Offering to speak with spouses or mentors shows transparency and builds credibility Fear Grows in the Dark – The best recruiters name concerns early, normalize hesitation, and help people process wisely You’re Recruiting More Than the Candidate – You’re recruiting their household, their belief system, and their circle of trust In a world full of loud opinions, the leaders who slow down, listen well, and guide with clarity are the ones people choose to follow. Want help building a recruiting system that equips you to lead high-trust, high-emotion conversations like this? Subscribe to my weekly email at or book a coaching session at . /episode/index/show/recruitingconversations/id/38812100

How to Build Certainty When Recruits Feel Stuck 10/28/2025

How to Build Certainty When Recruits Feel Stuck Ever had a recruiting conversation stall, not because of your offer, but because the recruit says, “I don’t know”? In this episode of Recruiting Conversations, I break down the exact framework I use to move people from fog to clarity. You’ll learn how to coach through indecision, lead with belief, and help recruits see a future they can say yes to. Because the best recruiters aren’t just closers. They’re clarity coaches. Episode Breakdown [00:00] Introduction – The most common stall in recruiting isn’t about money. It’s about uncertainty [01:00] Why Recruits Say “I Don’t Know” – Most are tired, reactive, and surviving in someone else’s system [02:00] Mindset Shift – Their lack of clarity isn’t a red flag. It’s an opportunity to coach [02:30] Framework Step 1: Values-Based Questions What kind of leadership brings out your best? What kind of culture do you want? What would make this next chapter meaningful? [03:30] Framework Step 2: Explore Frustrations What’s not working? Where are you stuck? What are you tolerating? [04:00] Framework Step 3: Cast Personal Vision What would success feel like a year from now? What do you want more of, and less of? What kind of team would energize you? [04:30] Framework Step 4: Reflect Back Their Answers “You value freedom. You want a leader who sees you. You’re ready to grow, but only if it aligns with your life.” This creates connection and belief [05:00] Framework Step 5: Build a Decision-Making Framework What matters most in this decision? What fears are coming up? What would give you peace about moving forward? [06:00] Framework Step 6: Create Forward Momentum – “Take this week to reflect. Let’s meet next Wednesday. I’ll walk you through what life on our team looks like.” [07:00] The Power of Slowing Down – Most recruiters talk at people. Elite leaders guide them to clarity [07:30] Real Story Example – One coaching client helped a stuck LO find clarity through one simple question: “If nothing changes this year, how will that feel?” The LO said, “I’d regret it.” That changed everything [08:00] Final Challenge – Pick one stalled recruit this week. Slow down. Ask better questions. Reflect back what you hear. Help them believe change is possible Key Takeaways Clarity Creates Certainty – Most people aren’t unsure because of the opportunity. They’re unsure because they’ve never been coached through the fog Stop Pitching. Start Reflecting – Recruits don’t want features. They want alignment Your Questions Matter More Than Your Pitch – The right conversation can unlock belief faster than any presentation Slowing Down Builds Trust – When you become the first person to truly listen, you become the leader they trust The Best Recruiters Are Coaches First – Your job isn’t just to close the aligned. It’s to help people find their alignment Want to coach through clarity at scale? Subscribe to my weekly email at , or book a session at . Let’s help you build trust before you ever talk about the job. /episode/index/show/recruitingconversations/id/38734565

Let Them See It: How to Show Recruits What It’s Like to Be on Your Team 10/21/2025

Let Them See It: How to Show Recruits What It’s Like to Be on Your Team Telling recruits what your team is like isn’t enough anymore. You have to show them. In this episode of Recruiting Conversations, I walk through how to build a content and conversation strategy that gives prospective hires a window into your team, before they ever commit to a call. When done right, this approach creates trust, builds belief, and positions you as the kind of leader worth following. I break it down step by step. Episode Breakdown [00:00] Introduction – Why trust has to be felt, not just pitched [01:00] Visibility and Believability – The new standard in recruiting is showing up consistently and showing up real [02:00] What Content Actually Connects – Capture leadership moments, team energy, voice notes, and authentic wins [03:30] Real Examples of Effective Content Coaching clips Voice memo takeaways Win stories framed with leadership language [05:00] Turning Conversations Into Recruiting Tools Swap pitches for stories Lead with empathy, not features Ask vision-based questions, then respond with stories [07:00] Connecting Content With Conversation Follow up with a clip that proves what you just shared Use visual proof instead of repeating the same pitch [08:00] Build a Content Vault Save coaching moments, culture quotes, team celebration clips Use them to drip belief, not blast benefits [09:00] Be Willing to Be Vulnerable Share your truth, your challenges, your why Recruits want to follow someone human, not perfect [10:00] Final Challenge – Capture one moment, turn it into one post, use it in one follow-up this week Key Takeaways Words Don’t Win Trust. Experiences Do – Let people see what it feels like to be led by you Capture the Real, Not the Polished – The best content comes from coaching, calls, and everyday leadership Your Stories Are More Believable Than Your Pitch – Real success stories are more powerful than claims Follow Up With Proof, Not Pressure – A simple clip or post can build more belief than another call You’re Already Leading. Now Let People See It – Don’t build something great in silence Recruits want more than a better offer. They want a better experience. Show them what that looks like before they ever say yes. Want help turning your leadership into a recruiting magnet? Subscribe to my weekly email at or book a strategy session at . Let’s help your leadership go public. /episode/index/show/recruitingconversations/id/38701390

They Don’t Need a Pitch. They Need a Pause. The New Recruiting Strategy for Overwhelmed LOs 10/14/2025

They Don’t Need a Pitch. They Need a Pause. The New Recruiting Strategy for Overwhelmed LOs Most recruiters are showing up with features, hype, and opportunity. But what burned out producers actually need is relief. In this episode of Recruiting Conversations, I break down how to lead with empathy instead of solutions, how to identify real burnout, and how to open up high-trust conversations with people who are struggling. If you’ve ever felt like you’re talking to a wall when someone is clearly checked out or exhausted, this episode will help you connect instead of convince. Episode Breakdown [00:00] Introduction – Why this isn’t just a recruiting question, it’s a leadership one [01:00] Understand the Burnout Pattern – High volume turned into high stress. Then low volume turned into fear. Now they’re stuck in survival mode [02:00] Step 1: Lead With Empathy, Not Solutions – Don’t pitch. Connect. Ask real questions like: How have you been holding up? What’s been the hardest part of this market for you? Are you energized or worn down right now? [03:00] Step 2: Normalize What They’re Feeling – You’re not weak. You’re human. This is a hard season. Let them feel seen [04:00] Step 3: Ask Vision Questions – Once they feel safe, ask what they wish life looked like What would freedom look like? What kind of support would change everything? What kind of pace would be sustainable? [05:00] Step 4: Tell the Story, Not the Solution – Share your burnout story or someone else’s. Let them hear possibility, not pitch [06:00] Step 5: Invite, Don’t Close – Don’t push for commitment. Say: “Not sure if this is the right fit, but I’d love to show you what’s possible” [07:00] Step 6: Follow Up With Care, Not Chase – Send a text, share a podcast, drop a Loom. Rebuild trust slowly [08:00] Final Challenge – Reach out to three people who are tired. No pitch. Just care Key Takeaways Burnout Isn’t a Sales Problem – It’s a human problem. Slow down and lead with empathy Don’t Solve, See Them – Validation builds more trust than solutions ever will Help Them See Possibility Again – Ask questions that paint a new future Your Story Is More Powerful Than Your Pitch – Share your own rhythm shift Trust Scales – The leaders who show up with care will win when others push You don’t need a perfect answer to recruit the burned out. You just need presence, empathy, and a rhythm of care. That’s how you become the leader they trust when they’re ready for something different. Want to build a recruiting system that speaks to the real pain in today’s market? Subscribe to my weekly email at , or book a call at . Let’s help you recruit through trust. /episode/index/show/recruitingconversations/id/38567585

From Rookies to Rainmakers: How to Start Attracting Experienced LOs Without Losing Your Culture 10/07/2025

From Rookies to Rainmakers: How to Start Attracting Experienced LOs Without Losing Your Culture You’ve built from the ground up. You’ve onboarded rookies, coached them, created a strong culture. But now you’re ready to level up. In this episode of Recruiting Conversations, I walk you through the shift from building internally to attracting experienced Loan Officers—and how to do it without sacrificing the heart of your leadership. This isn’t just a strategy change. It’s an identity shift. And done right, it can unlock faster growth, deeper impact, and a higher-performing team. Episode Breakdown [00:00] Introduction – The moment many leaders face: is it time to pivot from rookies to experienced LOs? [01:00] Why Make the Shift? Rookies take time and energy to develop Experienced LOs bring speed, diversity, and leverage [02:30] Three Reasons to Recruit Experienced Talent Speed to scale Pipeline diversification Leadership leverage [03:30] Step 1: Reposition Your Brand Audit your LinkedIn, content, testimonials, and language Shift from “we build new LOs” to “we help producers scale” [04:30] Step 2: Reframe Your Value Proposition Speak to the pain points of seasoned LOs Emphasize efficiency, clarity, autonomy, and support [05:30] Script Example – Use language that shows understanding, not hype: “We help producers remove friction and scale sustainably.” [06:00] Step 3: Reinforce With Social Proof Share success stories from experienced LOs who joined and thrived Video testimonials and before-after stories are key [07:00] Step 4: Shift How You Lead Move from teaching to partnering Let go of control and lead peers, not students Provide clarity without micromanagement [08:00] Step 5: Audit Your Infrastructure Onboarding, comp plans, CRM, support systems Experienced LOs won’t tolerate friction—clean it up first [09:00] Final Challenge Reevaluate your brand message Update your scripts and digital presence Start one new conversation with a seasoned producer this week Key Takeaways You Don’t Have to Choose Between Rookies and Veterans – A healthy pipeline has both Experienced LOs Are Looking for Leadership, Not Management – Speak to their need for autonomy, not instruction Reposition Your Messaging – If your brand only speaks to rookies, experienced talent won’t even consider you Systems Win Trust – If your operations aren’t tight, you won’t keep top producers You’re Ready for This – You’ve built something real. Now it’s time to invite others to run with you Attracting experienced talent doesn’t require hype or flash. It requires maturity, clarity, and a leadership brand that speaks to their reality. Want help repositioning your recruiting system to attract experienced producers? Subscribe to my weekly email at , or book a strategy session at . Let’s help you scale the right way. /episode/index/show/recruitingconversations/id/38187050

Mine the Gold: Your Best Recruiting Tools Are Already in Your Meetings 09/30/2025

Mine the Gold: Your Best Recruiting Tools Are Already in Your Meetings You don’t need more ideas. You just need to capture the ones you’re already saying. In this episode of Recruiting Conversations, I walk through how to turn transcripts, meeting notes, and Zoom recordings into usable content, coaching tools, and recruiting systems. If you’re already leading, already coaching, already solving problems—your best recruiting content is already being created. This episode gives you the step-by-step process for turning those raw conversations into repeatable resources that scale. Episode Breakdown [00:00] Introduction – The question: How do I convert Zoom transcripts or meeting notes into something that actually helps me recruit? [01:00] Step 1: Record Your Best Thinking – Capture Zoom calls, save transcripts, jot down notes when clarity happens. [02:00] Step 2: Mine the Gold – Look for “content moments” where you shared a framework, told a story, explained a system, or answered a tough question. [03:00] Step 3: Clip and Save – Grab a paragraph or two from the transcript. These become social posts, slides, scripts, or onboarding docs. [04:00] Step 4: Organize by Theme – Tag and store clips by category: objections, onboarding, comp, time management, retention, etc. [04:30] Step 5: Build the Playbook – Use real answers from real conversations to build your recruiting system and coaching tools. [05:30] Step 6: Multiply Your Message – A single moment becomes a LinkedIn post, a drip email, a recruiting script, a video. [06:30] Step 7: Create a Simple System – Use a Google Doc, CRM, or virtual assistant to track and tag your content moments weekly. [07:30] Final Challenge – Skim one transcript this week. Find a clear, helpful moment. Polish it. Post it. Save it. Start building your content vault. Key Takeaways You’re Already Saying Great Stuff – Your Zoom calls and meetings are full of coaching gold. Start capturing it. Content Moments Are Everywhere – A repeatable answer, story, or framework is the seed for great content. Don’t Start From Scratch – Build your recruiting assets from what you’ve already done well. Organize by Theme – Tag moments so they’re searchable and usable across coaching, recruiting, onboarding, and social. Scale Through Consistency – One transcript a week becomes a full library in 90 days. You don’t need a content team. You need a system. Your leadership already exists. Now it’s time to multiply it. Want help building a playbook from your own transcripts or Zoom notes? Subscribe to my weekly email at or book a strategy session at . Let’s scale your message, your influence, and your recruiting. /episode/index/show/recruitingconversations/id/38186500

Don’t Say There’s No One Left: The Market Isn’t Too Small. Your Strategy Is 09/23/2025

Don’t Say There’s No One Left: The Market Isn’t Too Small. Your Strategy Is Feel like you've already talked to everyone in your market? Think again. In this episode of Recruiting Conversations, I walk you through how to build a solid recruiting list even when your territory feels tapped out. You’ll learn how to segment by pain, not just production, and uncover five overlooked talent pools hiding in plain sight. Most leaders are working from the same spreadsheet. But the best recruiters think differently. They segment. They personalize. They win. Episode Breakdown [00:00] Introduction – Why small-market recruiting isn’t a numbers problem, it’s a perspective problem [01:00] The Mindset Shift – When you say “there’s no one left,” your brain stops looking [01:30] What Most Leaders Do Wrong – They go after the same top 20% that everyone else does [02:00] Segment the Market Into 5 Buckets Top Producers – Most visible, most prospected, slowest to move Under-Leveraged Mid-Tier – 3 to 5 loans a month with no support, high potential Plateaued Veterans – 10+ years in the business, stuck, but open if shown a new path Rising Stars – 1 to 2 loans per month, overlooked by most, loyal if developed Career-Adjacent Talent – Processors, assistants, real estate pros, or ex-LOs with untapped potential [05:30] Rethink Your List – Start defining your recruiting list by potential, not just production [06:00] Where to Pull Names Public data (MLS, Scotsman Guide, MBS Highway) Your LOS Open houses and builder relationships Your own CRM and referral network Social media tagging and organic engagement [06:30] Ask Better Questions Who do I already know? Who does my team know? Who is active on social but not being recruited? [07:00] Segment and Match Messaging – Every list needs its own approach. Veterans don’t respond to the same script as newcomers [07:30] Nurture Your List – Monthly touches, value-first content, and staying top-of-mind builds relationship over time [08:00] Show Up Publicly – If you aren’t visible, even the best segmented list won’t work [08:30] Final Challenge – Pick one segment, build a list of 25, and reach out to 5 this week. Do this every week for 90 days and watch what happens Key Takeaways Your Market Isn’t Too Small – You’re just looking through the same lens as everyone else Segment by Pain, Not Production – The best opportunities are in overlooked categories Five Lists. Five Strategies – Each persona requires different messaging and follow-up Stop Treating Your List Like a One-Time Task – It’s a living system that needs rhythm and nurture Visibility Multiplies Trust – Public presence makes your recruiting touches land with more weight You don’t need hundreds of people in your market. You just need the right 30 to 50 people to believe in your leadership. Build the list. Show up. Stay consistent. Want help building a segmented recruiting system that scales your influence? Subscribe to my weekly email at , or book a strategy session at . Let’s unlock the list that’s already in your market. /episode/index/show/recruitingconversations/id/38184995

Don’t Drift, Design: A Framework for Creating the Outcomes You Actually Want 09/16/2025

Don’t Drift, Design: A Framework for Creating the Outcomes You Actually Want Too many leaders wake up one day successful on paper but disconnected from their purpose. In this episode of Recruiting Conversations, I walk you through how to reverse engineer your business and personal life to create outcomes that actually matter to you. This isn’t about hustle. It’s about building with clarity, protecting what matters, and creating rhythms that align with your vision. If you’ve ever felt like you’re moving fast but not sure where it’s taking you, this episode is your reset. Episode Breakdown [00:00] Introduction – Why reverse engineering is the antidote to building someone else’s version of success [01:00] Principle 1: You Can’t Reverse Engineer What You Haven’t Defined Get specific about what you want your business, calendar, and life to look like Don’t chase vague words like success or balance. Define the outcomes [02:30] Break It Down by Category What kind of team do you want to lead? What kind of schedule supports your best energy? What kind of health, relationships, and joy do you want to experience? [03:30] Apply Strategic Questions to Each Outcome What recruiting cadence supports this? What boundaries do I need to set? What systems support this pace or lifestyle? [04:30] Face the Gap Reverse engineering forces you to see where current behaviors don’t match your goals Most leaders avoid this because it’s uncomfortable, but alignment always requires honesty [05:30] The 4 Alignment Framework Personal Rhythm – Your energy, calendar, and non-negotiables Team Structure – Who you are building with and whether they align with your values Market Strategy – Growth plans that match your bandwidth and mission Life Design – What you want your actual life to feel like, not just what you want to achieve [07:30] Practical Exercise Three columns: Top five outcomes you want over the next year Actions and habits required to get there What already exists in your calendar and what needs to change [08:30] Break the Lie You do have time It is not too late You do not have to settle for a life that just looks successful [09:00] Final Challenge Block one hour this week Write your five desired outcomes Reverse engineer one calendar change, one rhythm, and one habit Key Takeaways Clarity Comes First – If you don’t define the outcome, you will drift instead of design Small Changes Create Big Alignment – You don’t need to overhaul your life, just start with one new rhythm Systems Protect Vision – A calendar built around your priorities helps you lead with presence Growth Isn’t the Goal. Alignment Is – You can build big and still be unfulfilled if it’s not the life you wanted You Are the Architect – Stop reacting to demand. Start building what matters most Success without alignment is just speed toward the wrong destination. You don’t need a better opportunity. You need a better blueprint. Want help designing your life and business around the outcomes that matter most? Subscribe to my weekly email at or book a session at . Let’s build a life worth leading. /episode/index/show/recruitingconversations/id/38182935

Rhythms That Win: How to Build a Perfect Week Plan for Struggling Team Members 09/09/2025

Rhythms That Win: How to Build a Perfect Week Plan for Struggling Team Members Every leader has faced it. A team member is new, overwhelmed, or underperforming—and you don’t know what else to do. Motivation wears off fast. What they need isn’t more hype. What they need is structure. In this episode of Recruiting Conversations, I walk through how to build a Perfect Day and Perfect Week rhythm for any new or struggling team member. You’ll learn how to introduce it with leadership, not control, and how to coach the system in a way that actually creates change. Episode Breakdown [00:00] Introduction – The question: How do I build a Perfect Week or Perfect Day for someone who’s stuck or overwhelmed? [01:00] Why This Tool Works – People don’t rise to their goals. They fall to their systems. [02:00] How to Introduce It – Don’t hand them a calendar. Coach the mindset first. Make it about support, not control. [03:00] The Three Foundational Blocks Prospecting (daily, preferably in the morning) Pipeline management (afternoons, not first thing) Personal development (30 minutes daily) [04:00] Example Structure of a Perfect Day 8:00 AM: Personal growth 8:30 AM: Prospecting 10:00 AM: Follow-ups and admin 1:00 PM: Pipeline work 2:30 PM: Appointments or partner outreach [06:00] Example Weekly Themes Monday: Follow-ups and weekly planning Tuesday: Realtor outreach Wednesday: Partner engagement Thursday: Prospecting blitz Friday: Content, wins, weekly recap [07:00] Coaching With the Plan – Review it weekly. Adjust based on real feedback. Turn structure into accountability. [08:00] Track Inputs, Not Just Outcomes – Calls made, follow-ups completed, scripts practiced. Focus on what they control. [09:00] When They Resist Structure – Don’t push the plan. Coach the vision. Ask questions that lead to buy-in. [10:00] Final Challenge – Choose one team member. Schedule a coaching session this week. Build their rhythm together. Key Takeaways Clarity Creates Confidence – A simple structure helps overwhelmed team memberss feel in control again. Three Blocks Drive Growth – Prospecting, pipeline, and personal development are non-negotiables. Don’t Just Hand Them the Plan – Introduce the rhythm with belief and co-creation. Focus on Inputs Over Outcomes – Great coaching comes from leading effort, not just results. Structure Is the Gift – It’s not control. It’s belief turned into a daily rhythm. You don’t need to motivate your people harder. You need to equip them better. When you help someone build the right rhythm, you give them a path back to momentum. Want help designing coaching tools like the Perfect Week or implementing a system that scales across your team? Subscribe to my weekly email at or book a strategy session at . Let’s build a culture of clarity that wins. /episode/index/show/recruitingconversations/id/38091310

Stop Being the Onboarding Department: Build a Process That Doesn’t Rely on You 09/02/2025

Stop Being the Onboarding Department: Build a Process That Doesn’t Rely on You If every new hire feels like it hijacks your entire month, this episode is for you. Today on Recruiting Conversations, I walk you through how to create a structured onboarding system that removes you from the center without removing your presence. Because if you're still doing 90 percent of the onboarding work yourself, you're not just overwhelmed. You're the bottleneck. But it doesn't have to stay that way. Episode Breakdown [00:00] Introduction – Why onboarding feels overwhelming and why that’s actually a systems issue [01:00] The Real Problem – Leaders treating onboarding like a one-week event instead of a repeatable system [02:00] Introducing the 4P Framework – People, Process, Playbook, Personalization [03:00] P1: People Assign ownership for tech, CRM, marketing, culture, support Move from shared ownership to clear ownership Use peer mentors and onboarding coordinators [03:30] P2: Process Map out day 1 through day 90 Use tools like CRMs, Trello, shared docs to organize the flow Filter every step through these questions: Does this build clarity? Confidence? Connection? [04:30] P3: Playbook Document what you say and do so others can repeat it Include logins, workflows, rhythm calendars, and short videos When it’s not written, it’s not real [05:30] P4: Personalization Welcome notes, calls, gift boxes, and personal check-ins Structure creates consistency, personalization creates belief [06:30] The Pushback – You say you don’t have time to build this. But you don’t have time not to. [07:00] Start Small – Use your next hire to document everything you already do [08:00] Beyond Tasks – Onboarding is not just about information. It’s about belief Did I make the right decision? Do I belong here? Can I trust this team? [08:30] Final Challenge – Build a 30-day onboarding play. Start with what you already do, then improve it Key Takeaways If You’re Doing It All, You’re the Bottleneck – Scale happens when systems replace memory Structure Doesn’t Kill Culture – The right systems free you up to lead with presence Clarity Creates Confidence – Documented onboarding builds momentum faster than ad hoc training Don’t Just Transfer Knowledge – Transfer belief, identity, and purpose Use Every Hire to Improve the Process – Each round gives you a better playbook for the next one The best leaders don’t just recruit well. They onboard with purpose. They build systems that scale their time, protect their culture, and create confident, connected team members from day one. Need help creating an onboarding system that reflects your leadership and scales with your growth? Subscribe to my weekly email at or book a session at . Let’s remove you as the bottleneck and build a system that lasts. /episode/index/show/recruitingconversations/id/38050765

Smart Market Expansion: Which Growth Blueprint Actually Scales? 08/26/2025

Smart Market Expansion: Which Growth Blueprint Actually Scales? One of the most common questions I get from recruiting leaders in growth mode is this: Should I open up a new market with one great LO, or should I wait and launch with a full team? In this episode of Recruiting Conversations, I walk you through the risks, rewards, and right strategy behind both approaches. Whether you're eyeing a “C” market with one strong originator or you're trying to make a splash with a team hire, what matters most is having a blueprint that aligns with your long-term vision. Episode Breakdown [00:00] Introduction – Why this decision is more about vision and systems than market size or opportunity. [01:00] Option 1: Solo Originator – Lower cost and easier execution, but high risk without structure or support. [02:00] Pros of the Solo Model Lower upfront investment Easier to recruit and onboard Culture-first approach through one key player [03:00] Risks of the Solo Model Fragile and dependent on one person Isolation often leads to disengagement No built-in scale unless they have recruiting DNA [05:00] Rules for Solo Market Success Only place culture-aligned people Have a 12-month scale plan Over-communicate with rhythm and presence [06:00] Option 2: Team or Team Leader – A bigger play with more complexity, but greater scalability. [07:00] Pros of the Team Model More stable and resilient Built-in leadership support Visible momentum attracts more talent [08:00] Risks of the Team Model Higher complexity and cost Requires more leadership bandwidth Can expose weaknesses in your internal systems [09:00] The Real Question – Not solo vs team, but: What’s your actual growth playbook? [10:00] Filters for Decision-Making Long-term vision for that market Your current leadership bandwidth Recruit’s alignment and leadership potential Systems to support new locations Cost of misalignment or failure [11:00] Final Challenge – Audit your market expansion strategy before you make another move. Ask if you’re building with clarity, or just reacting to opportunity. Key Takeaways You Don’t Need to Guess – Use vision, systems, and capacity filters to guide market expansion. Solo Markets Work With Structure – Only pursue them if you have the rhythm and blueprint to support them well. Teams Bring Leverage – But only if you’re prepared to serve them with leadership and ops. Growth Without Alignment Is a Trap – Know who you're building with and why it matters. Blueprints Create Scale – When you stop reacting and start building a repeatable system, growth gets easier and more sustainable. Stop hoping for expansion to work. Start building a plan that makes it inevitable. Want help refining your growth blueprint? Subscribe to my weekly email at or book a strategy session at . Let’s turn your next market into a scalable win. /episode/index/show/recruitingconversations/id/37925355

Stop Losing Talent to Big Checks: Build a Culture They Won’t Walk Away From 08/19/2025

Stop Losing Talent to Big Checks: Build a Culture They Won’t Walk Away From Big box lenders are writing big checks, but that’s not what’s costing you top producers. In this episode of Recruiting Conversations, I break down how to protect your team from being poached by creating an environment where no amount of money can compete with your leadership, vision, and culture. If you’ve ever been blindsided by a recruiter offering a six-figure bonus to one of your LOs, this is the strategy episode you’ve been waiting for. Episode Breakdown [00:00] Introduction – The real threat isn't the bonus. It's the gap in belief that existed before it showed up. [01:00] Understand the Root Issue – Signing bonuses only work when your LO believes money will fix a deeper problem. [02:00] Strategy 1: Build a Leadership Rhythm – Stay connected weekly through 1-on-1s, vision check-ins, and personal coaching. [03:00] Strategy 2: Create Long-Term Clarity – Help LOs visualize what their future looks like under your leadership. [04:00] Strategy 3: Stay Curious When They Mention a Bonus – Don’t panic. Ask good questions to understand the "why" behind the interest. [05:00] Strategy 4: Don’t Lead With Counter Offers – Retain people because of shared mission, not short-term money matches. [06:00] Strategy 5: Build Identity Around Culture – When LOs see themselves as part of something rare, they won’t chase a quick payout. [07:00] Strategy 6: Anchor With Belief – Vision, support, and belonging always beat a check if you lead from the heart. [08:00] Final Challenge – Connect with three LOs this week and have a purpose-driven conversation, not a production check-in. Key Takeaways Money Isn’t the Real Motivator – The signing bonus just exposes gaps in connection, vision, or belief. Retention Happens in Rhythm – Regular check-ins, coaching, and conversation are your best defense. The Right People Don’t Just Want More – They want meaning, leadership, and momentum. Don’t Compete With Big Checks – Compete with clarity. Compete with connection. Play the Long Game – Build something worth staying for and let that be what your people align with. The best recruiters are playing chess, not checkers. And when you play the long game, you don’t lose top talent to a quick check. Want help building a culture and system that attracts and retains the right people? Subscribe to my weekly email at or book a session at . Let’s build a team that no one wants to leave. /episode/index/show/recruitingconversations/id/37806840

When Culture Is Off: How to Handle Early Misalignment Before It Becomes a Retention Risk 08/12/2025

When Culture Is Off: How to Handle Early Misalignment Before It Becomes a Retention Risk What happens when someone joins your team and you realize they may not be fully aligned? In this episode of Recruiting Conversations, I break down how to address early misalignment with clarity, courage, and care, before it turns into a long-term retention issue or damages your culture. Whether it’s attitude, communication, or trust, the earlier you notice and name it, the easier it is to realign or release. This episode gives you a 6-step playbook to navigate the tension without fear, frustration, or avoidance. Episode Breakdown [00:00] Introduction – Every leader will eventually onboard someone who looks right on paper but doesn’t align in practice. Now what? [01:00] The Bigger Risk – Misalignment is more dangerous than underperformance. It affects culture, not just outcomes. [02:00] Step 1: Define What Alignment Looks Like – Get clear on the values, behaviors, and expectations that define your culture. [03:00] Step 2: Identify the Specific Gap – Don’t generalize. Pinpoint exactly what feels off so you can coach clearly. [04:00] Step 3: Create a Conversation, Not a Confrontation – Lead with curiosity. Ask honest, open-ended questions to surface real issues. [05:00] Step 4: Reset Expectations With Clarity – Paint a picture of what alignment looks like going forward and ask for real commitment. [06:00] Step 5: Track Engagement, Not Just Results – Culture is upheld through presence and connection, not just numbers. [07:00] Step 6: Release With Grace When Needed – If misalignment persists, exit with dignity while protecting the integrity of your team. Key Takeaways You Can Coach Skills. You Can’t Coach Misalignment – Values, trust, and direction must be shared or it won’t work. Specificity Creates Clarity – Define the gap. Don’t settle for “they don’t fit.” Start With Curiosity – Misalignment might be fear, burnout, or past leadership wounds. Ask first. Culture Is What You Allow – If you tolerate misalignment, you rewrite the rules of the culture for everyone. Aligned Teams Self-Regulate – When alignment is strong, the team reinforces it without you having to manage it. Leadership isn’t about waiting until it breaks. It’s about noticing the drift and stepping in early with conviction and care. Want help building a recruiting and retention system that aligns with your values and scales with your growth? Subscribe to my weekly email at or book a strategy session at . Let’s build the kind of team that believes in what you’re building. /episode/index/show/recruitingconversations/id/37721890

How to Turn Internal Coaching Into External Recruiting Content 08/05/2025

How to Turn Internal Coaching Into External Recruiting Content You’re already creating valuable content, you just haven’t captured it yet. In this episode of Recruiting Conversations, I break down how to repurpose your team meetings, trainings, and leadership insights into high-impact recruiting content that builds trust before the first call is even booked. You don’t need more hours. You need a system that documents your leadership and turns it into content your ideal recruit actually wants to see. Episode Breakdown [00:00] Introduction – You’re already creating content. You just haven’t systemized how to capture and share it yet. [01:00] Why It Matters – Recruiting content builds visibility and trust before the first meeting ever happens. [02:00] Step 1: Redefine What Content Is – Content isn’t marketing. It’s leadership in public. Rants, frameworks, stories, even phrases are assets. [03:00] Step 2: Capture Everything – Record all team huddles, Zooms, whiteboards, and voice notes. Every great moment is a seed. [04:00] Step 3: Extract and Translate – Look for passionate moments, steps, phrases, and breakthroughs. Turn them into short posts or video clips. [05:00] Step 4: Build a Weekly Rhythm – Block one hour each week to harvest and post content. Delegate when possible. [06:00] Step 5: Speak to Your Ideal Recruit – Tailor every piece to what your best hires value most, autonomy, growth, clarity, or community. [07:00] Step 6: Use Content in Conversations – DM your posts as follow-up. Share clips to warm up cold leads. [08:00] Step 7: Reuse and Compound – Great content doesn’t expire. Repost your best ideas and let repetition build trust. [08:30] Step 8: Build a Content Vault – Store 30 to 100 short assets you can use to drip value to recruits over time. Key Takeaways Document, Don’t Create – Your leadership is already producing great content. Just start capturing it. Content Builds Trust Before the Call – Your ideal recruit should feel like they already know you before you ever meet. Post With Purpose – Speak directly to the pain points and goals of your top recruits. Use Content as a Recruiting Tool – Don’t just post and hope. DM your posts. Drip your vault. Make it part of the pipeline. Start Simple, Stay Consistent – One insight, one post, every week. That’s all it takes to go from invisible to top of mind. Recruits don’t follow the most polished pitch. They follow the most consistent presence. Show them how you lead before you ever ask them to follow. Want help creating a system for turning your leadership into trust-building content? Subscribe to my weekly email at or book a session at . Let’s show your leadership to the market. /episode/index/show/recruitingconversations/id/37626140

How to Build a Recruiting System That Scales Without You 07/29/2025

How to Build a Recruiting System That Scales Without You If your recruiting still depends on you doing everything—calls, follow-ups, research, messaging—you're not building a system. You're building burnout. In this episode of Recruiting Conversations, I break down how to structure a recruiting system that still reflects your voice and values but doesn't require you to do it all. Whether you're growing fast or just trying to stay consistent, this episode will help you reclaim your time while still driving results. Episode Breakdown [00:00] Introduction – The core challenge: how to scale recruiting without it being 100% dependent on you. [01:00] Mindset Shift – Stop treating recruiting as a task. Start treating it like a system. [02:00] Step 1: Map the Full Recruiting Process – From lead gen to onboarding, lay out each step and assign ownership. [03:00] Part 1: Candidate Research – Get this off your plate. Use a VA or sourcer and clearly define your avatar. [04:00] Part 2: Outreach and Messaging – Document your voice. Create templates. Let others reach out without losing your tone. [05:00] Part 3: Follow-Up Cadence – Build a 7x7 system. Automate the reminders. Track it in a shared tool. [06:00] Part 4: The Vision Conversation – This is the one part you hold on to. Step in when the candidate is qualified and ready. [06:30] Part 5: Weekly Scoreboard – Host a recruiting huddle. Track leads, responses, calls booked, and progress through your pipeline. [07:00] Final Challenge – Audit your recruiting process. Start delegating what others can own. Focus your energy where it matters most. Key Takeaways If You're Doing It All, You're the Bottleneck – Systems succeed when they're not tied to one person. Document and Delegate – Create tools, scripts, and playbooks so others can execute without reinventing the wheel. Keep Your Voice in the System – You can scale without losing the personal touch if you lead with intentionality. Track What Matters – Weekly visibility into your recruiting pipeline creates momentum and accountability. Lead Where You’re Most Valuable – Focus on high-trust conversations, not task management. The best leaders don't do everything. They build systems that reflect their standard and let others run with it. That’s how you scale recruiting without sacrificing quality or burning out. Want help designing a recruiting system that grows with you? Subscribe to my weekly email at or book a strategy session at . Let's build the system your growth needs. /episode/index/show/recruitingconversations/id/37595810

The 5 Pillars That Attract, Align, and Retain Top Talent 07/22/2025

The 5 Pillars That Attract, Align, and Retain Top Talent Most recruiting leaders talk about casting vision, but very few actually take the time to build one that’s real, clear, and worth following. In this episode of Recruiting Conversations, I walk through the five pillars of a meaningful vision, and how to develop each one in a way that moves people and magnetizes the right talent to your team. Your vision is not just about where you're going. It's about who you're becoming and who you're building it with. This episode will help you move from vague messaging to a blueprint that inspires action. Episode Breakdown [00:00] Introduction – Why most visions fall flat and how a clear, personal one becomes your recruiting advantage. [01:00] Pillar 1: Identity – Who are we really? Define the traits, values, and culture you stand on. [02:00] Pillar 2: Direction – Where are we going? Paint a vivid picture of the future you're building and why it matters. [03:00] Pillar 3: Belief – Why does this matter? Share the story, conviction, and emotion that give your vision meaning. [04:00] Pillar 4: Alignment – Who is this for? Define the ideal teammate and what mindset thrives in your environment. [05:00] Pillar 5: Path – How do we get there? Outline what the first 90 days and long-term growth look like under your leadership. [06:00] Recap – Vision becomes powerful when all five pillars are clear, aligned, and communicated consistently. [07:00] Final Challenge – Block one hour this week and start writing your vision using these five pillars as a framework. Key Takeaways If It’s Vague, It’s Forgettable – A compelling vision is rooted in clarity, not just motivation. Your Identity Is Your Anchor – Know who you are so you can lead with authenticity. Vision Must Inspire and Guide – It should stretch your team while showing them how to get there. Recruits Need to See Themselves in It – Alignment is key to attracting the right people. Without Path, Vision Stalls – A plan builds confidence. Recruits and team members need to know what happens next. A well-built vision becomes more than a message. It becomes a recruiting magnet and a cultural blueprint. The leaders who take time to define it clearly are the ones who build teams that last. Want help creating a vision that resonates with the right people and fuels a scalable recruiting system? Subscribe to my weekly email at or book a session at . Let’s build something worth following. /episode/index/show/recruitingconversations/id/37496680

Site Visits Aren’t Tours. They’re Trust Builders. 07/15/2025

Site Visits Aren’t Tours. They’re Trust Builders. A site visit isn’t just a meet and greet. It’s a pivotal trust-building moment that can either move a recruit closer to joining or cause them to disengage entirely. In this episode of Recruiting Conversations, I walk through exactly how to plan and lead a site visit that feels intentional, authentic, and aligned with what top producers actually care about. Most visits fail because they’re either too generic or too scripted. I’ll show you how to hit the sweet spot by making the experience relational, not rehearsed. Episode Breakdown [00:00] Introduction – Why site visits can make or break recruiting momentum. [01:00] The Mistake Leaders Make – Over-prepared visits feel fake, under-prepared ones feel forgettable. [02:00] Step 1: Do Your Homework – Understand what matters most to the candidate and build the visit around those priorities. [03:00] Step 2: Set Expectations Early – Frame the visit ahead of time so it feels like partnership, not pressure. [03:30] Step 3: Structure It Like a Story – Beginning: casual connection. Middle: leadership, peer, and cultural exposure. End: reflective processing, not a hard pitch. [05:00] Step 4: Use Best Practices On-Site – Manage handoffs, avoid overload, take notes, close with gratitude. [06:00] Step 5: Follow Up Fast – Don’t let energy fade. Reach out within 48 hours with a recap and next step. [07:00] Final Challenge – Stop winging your visits. Turn them into a high-trust recruiting tool that speaks directly to the candidate’s values. Key Takeaways Site Visits Are Not Tours – They are trust accelerators that show rather than tell what it's like to join your team. Personalization Wins – Customize the visit around what the candidate values most. Clarity Over Performance – You don’t need to impress. You need to connect. Structure the Visit Like a Story – People remember beginnings and endings. Make them intentional. Follow Up Matters – The visit opens the door. Your follow up determines whether they walk through it. Recruiting isn’t about the perfect pitch. It’s about helping someone visualize their future with you. When you treat the site visit as a trust-building experience, you turn curiosity into conviction. Want help turning your recruiting process into a high-conversion system? Subscribe to my weekly email at or book a strategy session at . Let’s turn your next visit into a win. /episode/index/show/recruitingconversations/id/37378980

Success Framework: How to Turn Your System Into Something Recruits Can Actually See 07/08/2025

Success Framework: How to Turn Your System Into Something Recruits Can Actually See You might have the right systems, the right process, even the right results, but if you can’t clearly show a recruit what success looks like on your team, you’re going to lose them. In this episode of Recruiting Conversations, I walk you through how to turn your advantage into a real, visible success framework that inspires confidence and creates buy-in. This isn’t theory. This is how to go from vague promises to concrete proof so recruits can not only hear the plan, they can see themselves in it. Episode Breakdown [00:00] Introduction – Why most recruiting conversations fall flat: recruits can't visualize the journey. [01:00] Step 1: Document the Framework – Get your playbook out of your head and onto paper. Break it into repeatable steps or phases. [02:00] Step 2: Give It a Name – Branded names like "The Growth Engine" or "90-Day Playbook" give your system identity and credibility. [03:00] Step 3: Make It Visual – Turn your framework into a simple one-pager. Timeline, flowchart, or journey map. Just make it something they can see. [04:00] Step 4: Pair It With Stories – Bring each phase to life with real success stories from your team. [05:00] Step 5: Personalize It to the Recruit – Say, “Here’s where I’d place you and here’s what support looks like from day one.” [06:00] Bonus Insight – You don’t need a fancy design. A whiteboard sketch done with passion is more powerful than a polished brochure with fluff. [06:30] August Live Workshops – Orlando, Aug 7 and Denver, Aug 21 → Real strategy, real playbooks, small group intensity. Details at 4crecruiting.com/events [07:00] Final Challenge – Build a framework that creates clarity. Then use it consistently in your recruiting conversations. Key Takeaways If It’s In Your Head, It’s Invisible – Get your systems documented so others can believe in it. Name It, Own It – A named framework builds confidence and positions you as a strategic leader. Visuals Stick – Use a one-pager to walk recruits through the journey. Make the path feel real. Stories Sell the System – Real examples prove the framework works. That’s what recruits are looking for. Personalization Is Power – Show recruits exactly where they’d land and how they’d win. You don’t need perfection. You need clarity. Recruits follow leaders with a plan, not just a pitch. Build your success framework, share it often, and watch the right people start leaning in. Want help building a high-trust recruiting system that works at scale? Subscribe to my weekly email at , or book a strategy session at . Let’s build a playbook worth following. /episode/index/show/recruitingconversations/id/37319520

Invisible Online? Here's How to Stay Consistent With Content Creation and Win Attention in 2025 07/01/2025

Invisible Online? Here's How to Stay Consistent With Content Creation and Win Attention in 2025 You can be the best leader in the room, but if you’re not visible online, you’re missing recruits. In this episode of Recruiting Conversations, I break down how to create a simple, sustainable system that keeps your personal brand active—even when your calendar is full. I’ll show you how to remove the guesswork from content creation, stay consistent without burning out, and build trust at scale using a weekly rhythm that works. The leaders who master this now will own attention over the next 12–24 months. Episode Breakdown [00:00] Introduction – If you're not creating content consistently in 2025, you're invisible to most of your market. [01:00] Step 1: Create a Simple Content Calendar – Pick 3–5 content themes and assign them to weekdays to eliminate decision fatigue. [02:30] Step 2: Batch Your Content Weekly – Set aside one hour to map, create, and schedule 5–7 posts. Don’t make it a daily decision. [04:00] Step 3: Build Visible Accountability – Use a public commitment, a tracker, or team culture to stay consistent when life gets busy. [05:00] Step 4: Lower the Perfection Bar – Your audience doesn’t need polished—they need real. [06:00] Step 5: Repurpose What You’re Already Saying – Great content is already in your coaching, recruiting, and team conversations. Key Takeaways No Content = No Visibility – Top producers are watching, and trust is being built before you ever talk to them. Structure Solves Inconsistency – Theme your days. Batch your time. Track your progress. Don’t Post for Likes. Post for Trust. – Content isn’t about going viral. It’s about staying visible. Consistency > Creativity – A simple rhythm beats a perfect strategy every time. You're Already Saying Great Stuff – Just start documenting it. Meetings, calls, questions—turn them into posts. Recruits won’t remember your name if they’ve never seen your face. But when you show up with consistency, they’ll know exactly who to call when the time is right. Want help building a content system that supports your recruiting strategy? Subscribe to my weekly email at or book a session at . Let’s help your brand stay visible—even when you’re busy building your team. /episode/index/show/recruitingconversations/id/37153585

Getting Ghosted? Build a Follow-Up Cadence That Converts Without Feeling Pushy 06/24/2025

Getting Ghosted? Build a Follow-Up Cadence That Converts Without Feeling Pushy What do you do after a great message… and then silence? Most leaders lose momentum not because they don’t know who to call, but because they don’t know how to follow up when they don’t get a response. In this episode of Recruiting Conversations, I break down my 7x7 follow-up framework, seven meaningful touches over seven weeks, and how to build a system that helps you stay consistent without ever feeling pushy. If you want to win at recruiting, you’ve got to stop chasing and start building trust over time. Episode Breakdown [00:00] Introduction – Why most recruiting efforts stall out after the first unanswered message. [01:00] Prospect Every Week – Block protected time to research and build your short list of 10–20 candidates. [02:00] Focus on Depth, Not Volume – Personalization wins. Transactional messages don’t. [03:00] The 7x7 Framework – One value-based touch per week for seven weeks: Week 1: Affirmation message Week 2: No-pressure email introduction Week 3: 60-second video with perspective Week 4: Share a valuable resource Week 5: Silent call (register as a missed call) Week 6: Friendly text follow-up Week 7: Creative personal touch (e.g. voice memo, handwritten note, small gift) [06:00] Move to Nurture Mode – After week 7, slow the cadence but stay on the radar with light, regular touches. [07:00] Use a Tracking System – Don’t manage follow-up in your head. Use a CRM, spreadsheet, or board to keep cadence consistent. [08:00] Train the Right Mindset – Recruiting isn’t a sales cycle. It’s a trust cycle, and trust takes time. Key Takeaways Follow-Up Is Where You Win – Great recruiting isn’t about who you reach out to first. It’s about how you show up after silence. Use a 7x7 Cadence – Seven weeks, seven touches, each adding value, not pressure. Be the Consistent One – When their world shifts, they’ll remember who stayed in front of them without selling. Build the System – Set it and stay with it. A tracker turns good intention into real execution. Lead Your Team Into This – Coach your recruiters to play the long game, not the instant results game. The leaders who win at recruiting aren’t sending more messages. They’re sending better messages, on purpose, over time, with value. Want help building a personalized recruiting follow-up system for you or your team? Subscribe to my weekly email at or book a session at . Let’s build your cadence, and your confidence. /episode/index/show/recruitingconversations/id/37117640

Vision That Resonates: How to Cast a Message That Moves People 06/17/2025

Vision That Resonates: How to Cast a Message That Moves People Most leaders are underselling their vision—not because they lack clarity, but because they’ve never taken time to connect it to meaning. In this episode of Recruiting Conversations, I walk you through how to create a vision that doesn’t just sound good—it moves people. The kind of vision that sticks in a recruit’s mind, shapes their decisions, and makes them want to follow you before you ever ask them to. This isn’t about metrics or market share. It’s about story, emotion, and alignment. Episode Breakdown [00:00] Introduction – Why most vision statements fall flat and what a real, resonant vision actually looks like. [01:00] Make It Personal – Tie your vision to your story. Why are you building this? Why does it matter to you? [02:30] Paint the Picture – Don’t just say it—show it. What would your culture look and feel like if it were a movie? [03:30] Make the Recruit the Hero – Stop casting yourself as the center. Invite recruits to co-create something with you. [04:00] Align to Their Values – Ask the right questions, then tailor your vision to what matters most to them. [05:00] Repeat It Often – Vision isn’t a one-liner. It should show up in every call, huddle, and message. [06:00] Flexible Framing – Anchor your message to one true north, but adapt how you communicate it depending on who you’re talking to. [07:00] Final Challenge – Write and speak your personal vision—not your company’s. Practice until it becomes second nature. Key Takeaways Vision Isn’t a Slide—It’s a Story – If it doesn’t move people emotionally, it won’t move them physically either. Connect It to Your Why – Your personal journey gives your message authenticity and power. Show, Don’t Tell – Use specific, real examples to help others see what you’re building. Speak to What They Value – Great recruiters listen before they cast. Then they connect the dots. Repeat It Relentlessly – Repetition isn’t annoying—it’s what makes vision stick. The vision that resonates is the one that’s honest, heartfelt, and repeated with conviction. When your message is clear, personal, and aligned with others’ desires, you won’t have to convince them. They’ll want in. Want help clarifying and communicating a vision that attracts top talent? Subscribe to my weekly email at or book a session at . Let’s build a vision people want to follow. /episode/index/show/recruitingconversations/id/37029735

How to Foster a Culture of Continuous Learning and Growth Within Your Recruiting Team 06/10/2025

How to Foster a Culture of Continuous Learning and Growth Within Your Recruiting Team Let’s be honest, training can spark short-term results, but if you want long-term recruiting success, you need a team that lives in a growth mindset. In this episode of Recruiting Conversations, I break down how to create a learning culture that fuels consistency, creativity, and long-term momentum. This isn’t about more courses or another playbook. It’s about shaping a culture where people chase improvement, not because you make them, but because it’s who they are. Episode Breakdown [00:00] Introduction – Why most teams flatline after early wins—and how to fix it with a growth culture. [01:00] Step 1: Model It from the Top – If you're not growing, your team won't either. Share what you're learning and experimenting with. [02:00] Step 2: Build It Into the Rhythm – Weekly skill clinics, role plays, book clubs, and "teach-back" moments create learning momentum. [03:00] Step 3: Celebrate Growth Behaviors – Don’t just recognize hires; reward script tweaks, learning reps, and initiative. [04:00] Step 4: Create Psychological Safety – Give your team permission to fail forward. Growth can't happen if fear dominates the room. [05:00] Step 5: Align Systems to Support Growth – Track and coach development behaviors, not just outputs. Reinforce the right things. [06:00] Final Challenge – Audit your culture. Ask: Are we learning? Sharing? Modeling? If not, start with one small rhythm and build from there. Key Takeaways You Set the Growth Ceiling – If you’re not learning, neither is your team. Model curiosity, not just execution. Make Learning Normal – Growth won’t scale if it’s optional. Systematize it with intentional rhythms. Reward Process, Not Just Production – Celebrate the learner, not just the closer. Fail Forward, Together – Safe teams grow faster. Normalize iteration and experimentation. Track Growth Like You Track Results – If it matters, measure it. Progress becomes culture when it’s visible. The strongest recruiting teams aren’t the ones who have it all figured out—they’re the ones who never stop improving. Build a culture where growth isn’t just encouraged. It’s expected. Want help designing a high-performance recruiting culture that lasts? Subscribe to my weekly email at or book a coaching session at . Let’s grow your team from the inside out. /episode/index/show/recruitingconversations/id/36927420

High-Touch at Scale: How to Guide Your Team to Personalize Value Adds Without Burning Out 06/03/2025

High-Touch at Scale: How to Guide Your Team to Personalize Value Adds Without Burning Out If you're serious about building a high-trust, high-retention culture, personalization matters. But how do you scale those handwritten notes, thoughtful gifts, and one-on-one moments without burning yourself—or your team—out? In this episode of Recruiting Conversations, I walk through a step-by-step framework to institutionalize care inside your culture. I’ll show you how to move from random acts of kindness to intentional rhythms of significance that don’t just look good—they build loyalty and attract better talent. Episode Breakdown [00:00] Introduction – The leadership challenge: how to personalize value adds without burning out. [01:00] Personalization vs. Automation – Why automated systems can’t replace intentional human touchpoints. [01:30] Step 1: Shift the Mindset – From occasional gestures to systemized care moments. [02:00] Step 2: Create a Shared Playbook – Give your team a menu of high-touch actions to draw from: Handwritten notes Milestone cards Book gifts Welcome kits Video shoutouts [03:00] Step 3: Assign Ownership – Build a “care team” and give them freedom, budget, and responsibility to lead the rhythm. [03:30] Step 4: Tie It to Culture – Reinforce your values through the touchpoints. Show people what “living the mission” looks like. [04:30] Step 5: Track It – Use a Google Sheet, Trello board, or CRM tab to log every gesture, who received it, and why. [05:30] Final Shift – You’re not scaling volume. You’re scaling intentionality—doing the right thing for the right people at the right time. [06:00] Final Challenge – Define your five core touchpoints. Then pick one way to systematize them this week. Key Takeaways Systemize the Heartbeat – Make personalized leadership part of your culture’s rhythm, not an afterthought. Give the Team a Menu – Most people want to care—they just need ideas and structure. Build a Culture of Care – Highlight moments that align with your values. Make it part of the identity. Track It to Scale It – Thoughtful doesn't mean chaotic. Structure creates sustainability. Lead with Intentionality – You don’t need more volume. You need more moments that actually matter. In a world full of automation and shortcuts, the leaders who lead with care always stand out—and they build teams that last. Want help creating a high-touch leadership rhythm inside your team? Subscribe to my weekly email at or book a session at . Let’s scale your leadership without losing your personal touch. /episode/index/show/recruitingconversations/id/36825030

Shifting From Producer to Recruiter: How to Flip Your Social Brand and Attract Top Talent 05/27/2025

Shifting From Producer to Recruiter: How to Flip Your Social Brand and Attract Top Talent If you’re still posting like a top producer but expecting people to follow you like a top leader, it’s time for a shift. In this episode of Recruiting Conversations, I break down how to reframe your social media presence to attract talent, not just clients. Your digital brand is your recruiting reputation. I’ll walk you through a proven framework to flip your message from “I close deals” to “I build leaders.” Because if you want top talent to follow you, you need to show up like someone worth following. Episode Breakdown [00:00] Introduction – The disconnect between producer-style social posts and recruiting outcomes. [01:00] Why Your Brand Isn’t Working – Your profile says top producer when it needs to say top leader. [01:30] Step 1: Define What You Want to Be Known For – Focus on your vision, your value, and your voice. [02:30] Step 2: Elevate the Conversation – Talk less about volume. Talk more about growth, mentorship, and development. [03:30] Step 3: Document Your Leadership – Share real moments, coaching sessions, growth wins, behind-the-scenes leadership insights. [04:30] Step 4: Build a Consistent Posting Rhythm – Use a weekly content cadence that includes vision, wins, insights, values, and gratitude. [05:30] Step 5: Remove Distractions – Market updates and closings? Move those to stories or separate accounts to avoid confusing your audience. [06:00] Coaching Case Study – How one leader went from “Superman” producer to team-building recruiter in just six weeks, and started getting inbound interest fast. [07:00] Final Challenge – Audit your social media today. If your last 10 posts don’t reflect leadership, change the message. Key Takeaways People Follow Leaders, Not Closers – If your feed looks like a producer’s, it’s time to evolve your message. Vision, Value, Voice – Define and share what you stand for and who you're building with. Make It About the Team – Highlight others. Show development. Move from “look at me” to “look at us.” Be Consistent – Social branding works when you show up frequently and with clarity. Your Brand Is Either Attracting or Repelling – Be intentional. Start speaking directly to the people you want to lead. Your next recruit is already watching. Now it’s time to give them a reason to reach out. Shift your message, step into your leadership, and let your brand do the recruiting for you. Want help building a social presence that actually brings talent to you? Subscribe to my weekly email at or book a strategy session at . Let’s flip the script together. /episode/index/show/recruitingconversations/id/36694620

Navigating Non-Competes and Sensitive Transitions Without Losing the Recruit or Your Integrity 05/20/2025

Navigating Non-Competes and Sensitive Transitions Without Losing the Recruit or Your Integrity What do you do when a recruit suddenly brings up a non-compete, emotional loyalty, or fear around leaving their current role? This is one of the trickiest moments in recruiting, and how you handle it will either build trust or break it. In this episode of Recruiting Conversations, I walk through the posture, language, and mindset shifts that will help you navigate sensitive transitions with professionalism and integrity. This isn’t about pushing people over the line, it’s about becoming the kind of leader people feel safe following. Episode Breakdown [00:00] Introduction – Why most leaders freeze when a recruit mentions a non-compete or emotional hesitation. [01:00] Acknowledge the Weight – Before anything else, validate what they’re feeling. Don’t dismiss it. [01:30] Lead With Empathy – A simple phrase: “Let’s slow down and walk through this the right way.” [02:00] Stay in Your Lane – Don’t give legal advice. Offer to connect them with a trusted attorney. [02:30] The Professional Position – Show maturity by prioritizing their well-being over your urgency. [03:30] Emotional Loyalty Is Real – Sometimes it’s not legal, it’s personal. Help them reframe it without shame. [04:00] Long-Term Perspective – Ask: “Ten years from now, what do you want to be proud of?” [05:00] Go Slow to Go Deep – Allow them the time they need. No pressure. Just partnership. [05:30] Build the Right Reputation – Integrity attracts. Your brand is built in moments like this. Key Takeaways Validate Their Fear – Just because you think it’s minor doesn’t mean it doesn’t feel major to them. Offer Support, Not Solutions – Be a guide, not a legal expert. Connect them to the right help. Honor Their Loyalty – Don’t fight it. Use it as a mirror of their values and a reason to lead them well. Ask Bigger Questions – Help them think long-term. Align the next move with their vision, not their fear. Integrity Is Your Advantage – Leaders who slow down and protect the recruit build brands that attract. You don’t need to push to win. You just need to walk with people in the moments that matter. Handle transitions with care, and you won’t just close more recruits, you’ll become a leader worth following. Want help building a recruiting process that balances strategy and integrity? Subscribe to my weekly email at or book a session at . Let’s build your brand the right way. /episode/index/show/recruitingconversations/id/36584560

How to Pre-Frame Follow-Ups With Value and Stop Feeling Like a Nuisance 05/13/2025

How to Pre-Frame Follow-Ups With Value and Stop Feeling Like a Nuisance We’ve all been there: the first meeting goes great, the recruit leans in, there’s chemistry... then silence. Suddenly, every follow-up feels like you’re annoying them. In this episode of Recruiting Conversations, I break down how to pre-frame your follow-ups with value, so you stop chasing and start leading. When done right, follow-up isn’t a disruption, it’s a service. I’ll show you how to turn that awkward “just checking in” into a trusted leadership moment that builds momentum and creates future hires. Episode Breakdown [00:00] Introduction – The recruiting tension we’ve all felt: great meeting, then ghosted. [01:00] Why Follow-Ups Fall Flat – You didn’t set the stage. No frame = no permission. [01:30] Pre-Framing the Follow-Up – Plant the seed during the first conversation. Ask if you can share something valuable in the weeks ahead. [02:30] Asset #1: Books – Send a thoughtful book with a handwritten note that matches their challenge. [03:30] Asset #2: Event Invites – Pre-frame exclusive invites to leadership calls, masterminds, or town halls. [04:00] Asset #3: Custom Content – Send a podcast, quote, or framework tied to their specific pain point. [04:30] Asset #4: Pure Gratitude – A thank-you note that affirms their leadership plants powerful seeds. [05:00] Build a Value Library – Create a system to store and deploy assets: books, podcasts, events, insights. [06:00] Final Challenge – Stop winging follow-up. Lead with intentionality, and watch your pipeline warm up fast. Key Takeaways Pre-Frame the Next Touchpoint – Get permission early so follow-up feels like service, not pursuit. Lead With Value – Use books, events, and content that reinforce your leadership and build trust. Customize Your Follow-Up – Reference real pain points from the conversation. Show them you listened. Systematize It – Keep a library of resources so you’re never scrambling for the next move. You’re Not a Nuisance – When your follow-up is relevant and intentional, it becomes a leadership moment. The best recruiters aren’t chasing. They’re investing. Start pre-framing your follow-ups, and you’ll stop feeling like a salesperson and start being seen as a trusted guide. Want help building your follow-up rhythm? Subscribe to my weekly email at or book a strategy session at . Let’s turn your follow-ups into future hires. /episode/index/show/recruitingconversations/id/36378395

Using Masterminds and Events to Attract Top Talent Without Sounding Like a Recruiter 05/06/2025

Using Masterminds and Events to Attract Top Talent Without Sounding Like a Recruiter Let’s talk about one of the most powerful, and most underused, tools in recruiting: events and masterminds. Not the big splashy hotel-ballroom kind. I’m talking about strategic, intimate gatherings that position you as a leader, not a recruiter. In this episode of Recruiting Conversations, I walk you through how to host the kind of experience that attracts high-level talent without ever pitching your opportunity. You’ll learn how to move from chasing candidates to curating conversations that build trust, momentum, and long-term recruiting wins. Episode Breakdown [00:00] Introduction – The overlooked power of events and masterminds in modern recruiting. [01:00] Why Pitches Fall Flat – Top talent doesn’t want another comp plan meeting. They want meaningful conversation. [01:30] Step 1: Solve a Real Problem – Create a topic around what producers actually care about: margin compression, referrals, personal brand, burnout, AI tools. [02:30] Step 2: Invite Strategically – Avoid salesy language. Use this: “No pitch. Just great conversation with people who are growing.” [03:30] Step 3: Facilitate Like a Pro – You don’t need to be the expert. Ask great questions, spotlight others, and guide the room. [04:30] The Follow-Up Strategy – After the event, send a resource or personalized note that connects to what they shared. [05:00] Real Story – How one client hosted a 6-person breakfast that led to a recruit texting her days later asking for a conversation, without ever mentioning her company. [05:30] Final Challenge – Build a mastermind in the next 30 days. Make it meaningful. Let value open the recruiting door. Key Takeaways Stop Pitching. Start Curating. – Recruiting isn’t about features. It’s about creating spaces where people want to belong. Solve Real Problems – When you focus on what producers are struggling with, they’ll lean in. Be the Host, Not the Hero – Great facilitators create rooms others want to return to. Recruit Without Recruiting – Share resources. Follow up with intention. Lead the relationship. Events Build Trust at Scale – You’re not chasing people. You’re inviting them into a conversation worth joining. If you want to win the top 20%, stop sounding like every other recruiter. Lead something real. Build something valuable. And create rooms where leaders want to sit. Want help building your first mastermind or recruiting event? Subscribe to my weekly email at or book a session at . Let’s build something people want to be part of. /episode/index/show/recruitingconversations/id/36375855

Boutique and Proud: How to Win Top Talent Without a Big Brand Behind You 04/29/2025

Boutique and Proud: How to Win Top Talent Without a Big Brand Behind You Let’s flip the script. If you’re building a team inside a local or regional brand without the flashy pitch deck or name recognition, you’re not at a disadvantage—you’re in a position of power. In this episode of Recruiting Conversations, I break down how to position yourself not in spite of your size, but because of it. Top producers today aren’t just looking for big names—they’re looking for trust, access, authenticity, and vision. This is your blueprint for turning “small” into elite and building a boutique recruiting brand that wins. Episode Breakdown [00:00] Introduction – The big question for small shops: How do I compete with the big brands for top talent? [01:00] The False Belief – Why “smaller” doesn’t mean “weaker”—it means you have a unique recruiting edge. [01:30] Own Your Positioning – Don’t apologize for being boutique—embrace it with posture and pride. [02:00] Shift the Frame – You’re not small, you’re selective. Not under-resourced, but customized and high-touch. [02:30] Lead with Vision, Not Features – Features don’t move people—vision, identity, and belief do. [03:30] Sell the Why – Be the leader who shows up with clarity and conviction, not a generic pitch. [04:00] Agility and Access – Big companies move slow. You move fast. Talk about your speed, flexibility, and personal touch. [04:30] Customization Is King – You’re not templated. You co-create support and systems around each individual. [05:00] The Greatest Asset: You – Your leadership, coaching, and mentorship are what sets you apart. Own it. [06:00] Final Challenge – Audit your language. Are you playing underdog, or owning the boutique high-performance brand you are? Key Takeaways Posture Matters – Stop competing on features. Compete with belief, vision, and leadership. You’re Not Small, You’re Specialized – Top talent wants voice, trust, and agility—not red tape. Build Around the Individual – Your advantage is flexibility. Co-create solutions, don’t cookie-cut them. Lead with Identity – Share your why. Share your leadership philosophy. That’s what people follow. Stay in Your Lane – Don’t try to out-tech or out-brand. Win with intimacy, access, and personal connection. You don’t need a national name or a big checkbook to attract elite talent. You just need clarity on who you are, confidence in what you bring, and the courage to lead with conviction. Want help crafting your boutique recruiting message? Subscribe to my weekly email at or book a session with me at . Let’s build something real—and worth following. /episode/index/show/recruitingconversations/id/36296630

Recruiting Conversations

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