RecruiterGTM - Website VSL

If you are here, you are probably looking for a more scalable and productized recruitment service using a better GDM system, using AI as well as using offshore resources.

I want to mention an important disclaimer here.

Results can vary.

I do not guarantee any revenue or placements.

I am running a systems enablement program.

I will deploy the best in class system for you, give you a person to run that system.

But I cannot close deals for you or I cannot get candidates to agree for different job offers.

So again, revenue is subjective.

But I will do my best to add as much value as possible in in this video and going forward, if you see any of my LinkedIn or YouTube content, I'm all about value and abundance.

And And I can assure you you will at least get some gems just from watching my content.

So let's dive into it.

Now, what do you need at the current stage, if you are a recruitment business owner?

Most of the people I'm talking with are looking for either one of these things or, all of these things or at least a few.

So first things first, the recruitment, the old school contingent recruitment is going out of fashion and almost everyone is looking for something beyond.

We just recruit faster, better.

We are better at finding better, you know, more tailored resources.

We are better at.

So what do recruiters need in 2026?

I've talked with more than 50 recruiters in the last three weeks and I've put together a list of six things.

You may need one, you may need all of them, but let's, let's dive in.

So the first things first, every recruiter is trying to do something beyond I recruit faster or I recruit better.

The offer is, has to be optimized.

It has to have a clear GTM angle that clients choose to have a conversation with you.

Now is that selling an AI recruiting angle, is that selling and a candidate sourcing lead gen system angle, is that recruitment coaching?

Is that recruitment consulting?

Can you build an app for your niche and that, you know, kind of differentiates you from your competitors?

All of that can be done and that's part of the system that I teach here.

Second thing, I define market and tam a lot of recruiters still.

I talk with them and they don't know what their exact niche is.

Some do.

And the niche is now it's outdated so they want to update it.

So staying up to date with who exactly is your icp, not just that.

And then what are their buying triggers like reaching out to people at the right time.

Probably 15 to 25% of recruiters only right now are doing this.

Like intent triggers.

Whenever a job's open, reach out to that person.

Whenever somebody moves to a new position, reach out to that person.

So all of these intent triggers coupled with your updated niche.

Number three, a complete GTM engine.

Systems that consistently create video conversations without relying on job ads or manual chasing.

This means inbound as well as outbound.

This is not limited to emails.

This is not limited to LinkedIn messaging.

This includes content and you getting organic leads.

This includes you owning an audience and setting up a newsletter.

This also includes you tapping the phone numbers and setting up SMS and WhatsApp campaigns.

So this is a full fledged GTM engine for recruiters.

And that's why my business is also called, the Recruited GDM Next Automated Sourcing and Delivery Workflow.

So on the recruitment side, not just the lead gen side, how can you deploy AI?

How can you find better candidates for different positions?

How can you grade them with AI out of 10 and then deliver, let's say, the finalized list of top 10 candidates for every single job that comes up?

And how fast can you do it?

Is this a 20, 30 minute thing now or it still needs like the whole day?

we will dive into all that.

What else do you need?

Number five, an owned audience.

95% of recruiters I speak with do not own an audience.

What does that mean?

They do not have a subscriber list.

They do not have a list of all candidates they've spoken with, you know, over the last few years.

They don't have a list of all clients they've talked with who were not interested at that time, who may give them business later.

And that's where owning an audience comes in.

So I will be teaching everyone how to do this on LinkedIn as well as on a newsletter.

And then finally, most of my business, almost 50% of my business, with my offer has come from people needing offshore resources.

So a lot of recruiters have one.

They don't have a GTM person.

They do not have someone in their team who is responsible for, for all the systems, who's responsible for being the right hand man or right hand woman who they could just, you know, dump all the repetitive work at, and they just use systems as well as my support to just complete those things the same way or even better than what the CEO was doing.

Secondly, a lot of recruiters, almost all of them, are overpaying the recruitment team they have internally.

I do understand there's always one or two top players that are, you know, top billers that are making your company a lot of money.

But there's always those that you can replace with an offshore resource which can take low level interviews, which can source candidates for you.

And Instead of paying 4 or 5k, you may be paying like 3 to 4 times less.

So these are the things that most of the recruiters need.

These are the problems that I can solve.

And there's more to this.

But this is just starting point, I would say of what you need as a recruiter in 2026.

Next thing, your current situation.

So most of the people that I speak with do not have a diversified offer.

They are doing bd.

It's spray and pray in most cases.

There are no intent signals.

There are no playbooks in clay, or any similar platform.

Like even with any den, there is nothing built that is identifying intent signals.

There's also candidate sourcing is completely reliant on LinkedIn.

Like most of the recruiters.

Like 9 out of 10, everybody has a LinkedIn recruiter license.

They just go build a project in there and they think that's it, the company can do it themselves.

Like most of the companies can do this themselves.

What differentiates you?

What other systems are you using?

What AI are you using?

there's a lot of tools there, there's juice box, there's clay, there's multiple places you can go and do this.

But I have a custom proprietary system, that every school community member gets access to.

and I will be posting more about it on my LinkedIn.

So even if you don't come in and join my community, you will be seeing this, next thing.

No clear system tying bd, sourcing content delivery altogether.

this is a very common problem.

Like out of a hundred there may be one recruiter who has all these systems and who has them tied together in a way that it's a full fledged engine.

and that's what I'm trying to do, that's what I'm trying to do with recruiter gdm.

Have that engine in place.

Outbound, inbound, organic content and all the tools talk to each other.

So every single day and every single week reporting gets easier and things start to get, start getting predictable.

finally, local team members, not reliable and too costly.

Just spoke about that.

You can get a super qualified person that may be more qualified than the per, than the person that you have locally.

They can be in South Africa, they can be in Pakistan, they can be in Colombia.

I've sourced people from all these locations and I've, like I said, I've placed more than 200 and I have at least 60 testimonials where the person's life changed, the GTM engineer's life has changed.

They're making more money now.

They're pushing Every single day as well as the business owner who has this person that just takes work off their plate.

So if this is your situation, please keep on stay with me and I'll tell you more about why you should listen to me.

So I have been doing this for eight years.

I've been setting up systems for the last eight years.

I started with VA work, I started with copywriting, then I got into marketing systems and I went from being an ops assistant to somebody to being the ops manager to being head of operations.

That's my career journey.

That is what allows me to build the same path for people I am placing as well.

And that is why all, all of these eight years were me working in small businesses agencies, coaching offers as well as some consultancies as well.

In total maybe five or six.

But that allows me to know how smaller businesses work and that's why I can understand your pain points.

Number three, like I've told already, 250 plus GTM engineers placed.

If you are looking for somebody to take on work off your plate, handle the systems or handle the recruitment, reach out, we'll show you some free resources.

We also do a 60 day replacement guarantee for these resources.

So you have absolutely nothing to lose.

number four, systems built from live client work.

I always ask people in my community, recruiters in my community, what do they want, what, what's the problem they're trying to solve.

We do polls in that, and then whatever gets most words, I build that system live.

Even the things that are live in my community right now there's a system called recruiter OS for example that is fully automated recruitment and grading.

With Clay I built it because There were like 12 recruiters that requested that I built it, they tested it and then now I'm taking it to market and I'm doing it for everybody else.

So everything I'll build will be from live client work.

They will be live proof to back it up.

And then after eight years in total and three years with recruiters, there's.

I don't think there's a recruitment problem, recruitment agency systems problem that I cannot solve or that number five, recruitment GDM is my primary focus.

Yeah, this is, this is the only place where you get the systems as well as the offshore resources as well as the coaching from the person who built the system and deployed it.

So I'm not going anywhere.

If you come and join my community, this will be, I only do annual packages so you will have access to me for the next 12 months.

Whether that's on group calls or one on one, that depends on what package you go for.

If at any point you want the system optimized, we will help you.

If at any point you want to copy it and go tackle a new niche, we will help you with that.

If at any point you hired one person and now you have more clients to fulfill, will help you with the second person and that also will be at a massive discount.

So this is my main focus and I'm trying to build the only community of go to market for recruiters, which is a place of value, which is a place of abundance.

And it's not just me, it's not just the other coaches, it's all the other recruiters that are learning from each other.

The minimum cap here is people with at least three to five years of experience in Recruiting, there are no newbies in there.

So, so the quality of those conversations is very, very high and that's what I'm trying to maintain here.

so yeah, finally, who can I help?

Recruitment agency owners and partners.

Even if you're in house and you're doing something on the side, feel free to you know, drop me a PM or book a book call with us.

you should be making at least 5k a month.

Why am I doing this?

I cannot be solving basically gen problems.

I'm going to be very honest.

I've done that for the last two, three years and I want to solve scaling problems now.

That is what I enjoy more.

If you are below 5,000, per month, I am happy to give you my free playbook and I am my certainty and certain level and confidence score is very high in the fact that just using those free resources, if you act on them, you will be able to get to 5 to 10k.

but yeah, the main audience I want is people that have scaling issues because of systems that are not working or because of people that are not delivering.

and yeah, I also need people that are ready to take my advice and go all in.

I will give you the system.

The easiest way to work for me is come into my community.

There are exact modules on how to deploy a system.

You can follow that.

You will have my guidance.

You will have a one hour call with me.

and from there you can do it on your own.

But let me also just quickly while you're here, you will probably there will be a link to my school community on the page that you were on.

but I also want to show you that within there's three packages.

You can start with just 1500 almost for the whole year.

You get 12 months of community access.

You get, you get a system installed for you, you get a one on one roadmap call with me and you get 50% discount on hiring anyone offshore.

If you just join on this package on the premium, you get either done for you resource placement or I set up the full fledged outbound system for you.

and then you get a newsletter, you get the content engine and the VIP has more, it has more calls with me as well.

You get eight weeks of one on one calls.

So if you are considering anything like this, if you want to have better systems in 2026 or better people working for you in 2026 and you want to scale with a lean team and lean systems and have a fixed cost that I will tell you hey, here's the cost.

Don't spend more than this on tools.

just come in, book a call.

the call will be with me.

I'm taking all the calls for the next.

At least the next quarter.

I'll be taking all the calls, so come have a conversation.

I'll give you a roadmap if you don't want to pay and join in.

Take.

Take the roadmap.

I'll give you my freebies, and you can go try doing things on your own.

So if you are a recruiter who is looking to diversify their offer in 2026, productize their offer, have better systems, and possibly also have better offshore resources, please book a call.

Let's do a strategy brainstorm together.

It's for 45 minutes, and after that, if you don't join my school community, I'm happy to give you my freebies.

Go and try to do it on your own.

And, yeah, I'm just here to add value and try to help as many people as I can.

Thank you so much.

And I will see you on the other side.