Jon Chintanaroad can teach you how to start and grow your own highly profitable recruiting business, land clients with predictability, and you don’t even have to quit your day job until it pops off.
Step 1 is to choose a hyper focused niche, so you stand out as a specialist and not a generalist.
Step 2 is to send “perfect match messages” that get the attention of hiring managers and help you stand out from the sea of recruiters out there.
Step 3 is setting up an automated client acquisition system. That way, your business development runs every single day on autopilot.
Step 4 is using a candidate focused sales process when you’re on a call with a potential client. This allows you win that call and seal the deal.
Step 5 is recruiting passive candidates. These are folks who’re high quality, not actively looking for a job, that you can reach out to outside of LinkedIn if necessary.
Step 6 is to hire a virtual recruiting team.
Jon’s process is for you if you’re an agency recruiter, corporate recruiter, experienced professional, or an actual owner of a recruiting agency already.
Jon started his own recruiting company, called Aspire Recruiting, a few years ago, alongside his business partner, Mike Prestano.
After growing it to $70-, $80-, even $90k months, Jon sold his half of the biz to Mike and began mentoring others immediately.
That’s how the Recruiting Accelerator was born. He’s now helped over 100 people follow in his footsteps.
What a lot of recruiters get wrong is they take any potential business they can get.
Since they’re always trying to learn about and network in a new niche, it’s impossible to build momentum.
The fix? Like Jon said, pick a lane and stay in it.
And then, when you do your outreach, don’t be annoying. Bring something to the table. Tell the company you’ve got a senior account executive with five years of experience selling enterprise CRM solutions, for example, and ask ’em if they’re interested.
But how do you fill your pipeline in the first place, right?
Jon likes to leverage LinkedIn to safely send out 150+ prospecting messages a day, on autopilot.
From there, you’ll only have to spend about 15 to 20 minutes a day responding to those who actually reply.
Which sounds a lot better than manually reaching out for 3+ hours a day, huh?
After that, you’ll wanna set up an email automation system that targets hiring managers who are not active on LinkedIn.
This’ll allow you to scale to 400+ reach outs per day.
In terms of KPIs, here’s what you should be looking at. You should be getting 6-10 warm responses per day. That should lead to 2-3 booked calls per week with prospective clients.
When you hop on the call with these people, don’t rely on pitching them on how you’re different and better than the rest of the recruiters out there.
Make it easy on everyone and bring them something of value. Show up to the call with 1-2 solid candidates you can pass on to them should they wanna work with you.
If you do that, Jon sees no reason you can’t sign on at least one new client within the first 30 days of using his system.
That should lead to your first placement within 90 days.
To learn more about Recruiting Accelerator, Jon asks you to book a call with his team. During that call, they’ll draw up a roadmap detailing how you can make all this a reality, even if you have to do so in “stealth mode” till you’re making enough to peace-out the old day job.
Unfortunately, you won’t know the program cost till you’re on that call.
Compare this to what we do by tapping the red button.