The Make More Placements Show for Recruitment & Search Business Owners | More Placements | Higher Fees | Less Work | Fewer Headaches |

Three. That’s how many proper meetings with new hiring managers most recruitment and search business owners get a month. Many Apex members are booking 20 to 40 every month, without cold calling, in the same market everyone says is finished.In this episode, Terry from Make More Placements explains why cold calling stopped working and what three meetings a month is really costing you in fees, retainers, and time with your family. He also walks through what Apex members do instead.In this episode:Why hiring managers now get 6 to 12 recruiter calls a day, and why a stranger with a pitch gets ignored3 meetings a month vs 20 vs 40, and why the gap is bigger than the multiplicationHow a thin diary gets you beaten down on fee and stuck on contingent roles you’ll probably never fillJenny: from losing 30,000 in a single week on contingent work at 9 to 10% fees, to retained-only at 25%, with 8 retainers and 2 exclusives in four monthsDan: a board-level executive search owner who nearly quit after 20 messages, now booking up to 40 meetings a month with CEOs, 90% of it retainedWhy hiring a BD person or top biller usually just doubles the voicemailsThree things to do this week to find out where your meetings actually come fromIf you’re a recruitment agency or search firm owner who’s tired of chasing hiring managers, this one’s for you.Watch the free training: https://makemoreplacements.com/vslConnect with Terry on LinkedIn: https://www.linkedin.com/in/renegaderecruiter/

Most recruiters who want to go independent never do.They can recruit.Quitting a salary just feels reckless.Jon Chintanaroad found a different route.He was laid off, called his two best clients, and both offered to sign with him. His first fee arrived within a month.He ran his firm for around five years, sold it to his business partner, and now helps in-house recruiters launch their own agencies without quitting the day job.In this episode, Terry Edwards and Jon get into:Why corporate recruiting is more precarious than it looks, and why so many in-house recruiters feel like “rentals”How to build a recruitment business quietly on the side, with one or two non-competing clientsHow in-house recruiters can turn silver medalist candidates into fees, ethically and discreetlyWhy a very narrow niche beats being a generalist, and gets you less resistance on feesWhich outreach channels to combine, and why a third LinkedIn message to a non-responder is a wasteWhere Terry and Jon disagree on the fee model: contingent first, or retained from day oneIf you’re an in-house recruiter weighing up going independent, this one is for you. If you already run a firm, stay for the niche, positioning, and fee debate.Find Jon at recruitinglaunch.com and on LinkedIn.

Most recruitment owners have already decided how this year ends. October is busy, November goes quiet, December is a write-off, and January starts from scratch. That thinking costs real money.In this episode, we break down the 12-week year and show you how to apply it to the final quarter in a recruitment or search business. Stop planning in years and start planning in weeks.You’ll learn:Why “I’ve got time” is the most expensive belief in recruitmentThe story of a recruiter who set three controllable goals: seven hiring manager conversations a week, at least one retained search, and a 24% minimum feeWhy he scored himself every Friday on what he did, not on what he billedThe 85% execution rule, and why you don’t need perfection to hit your numberHow to work backwards from your target to the number of decision-makers you need to speak toIf you run a recruitment agency or search firm and want a stronger Q4 and a fuller January, this is for you.

Walk into a doctor's surgery and tell the doctor what treatment you want. No questions, no examination, just exactly what you asked for. You'd never accept that. Yet that is how most recruiters run their client calls.In this episode, Terry breaks down why recruiters who hand over a pitch and a fee on request get squeezed on price, while the ones who diagnose first rarely have to defend their fees at all.You'll hear:The "pharmacy with the phone" mistake that kills your credibility on the first callHow a small agency owner went up against two other agencies on a £22k contingent search, asked one question, sat through the silence and walked away with it on retainedWhy whoever asks the questions controls the meeting, and how to set that agenda in the first 30 secondsThe questions that make hiring managers talk about the real cost of getting the hire wrong, so fees stop being the issueWhy the knowledge you pick up from daily client calls gives you more market data than most of your clients haveTerry's rule: no talking about your service until you've asked at least five questionsIf your last client beat you down on fee, ask yourself honestly whether you were too expensive or whether you showed up as a pharmacist.Listen, then take one number from your last client call: how many questions did you ask before you pitched?

There's a recruiter called Sean.He built a following on LinkedIn. He collected the interested prospects. He added them to the CRM. He added them to the mailing list. He never picked up the phone — because he was "warming them up."Six months later he lost 40% of his business to an in-house team, and one of those warm leads finally said 10 words to him he'll never forget: "I did message you, and you never came back."In this episode, Terry breaks down the silent revenue leak sitting inside every recruitment business right now — the warm hands that got put in a spreadsheet and left there.You'll hear:– The real reason you're not calling the people who already raised their hand (it isn't time, and it isn't laziness)– The "gym in January" analogy that reframes every prospect who's gone quiet– Why the fear of "seeming pushy" assumes something about your importance that isn't trueIf you've ever told yourself "I'll call them once I've done a bit more research," this is the episode to stop pretending with.

(Re-upload) What does it actually take to build a recruitment business worth selling?Not just one that runs. One that's genuinely valuable.Mike Ames has done it twice. First exit: £24 million. Second exit: £15 million. And in this interview, he holds nothing back.Terry Edwards sits down with Mike to unpack the full story: the strategy, the decisions, the mistakes, and the mindset shifts that most recruitment business owners never make.In this conversation you'll hear:How Mike structured both businesses to be attractive to buyers from the inside outThe mistakes he made on the first exit that cost him, and what he did differently the second timeWhat he still sees holding recruitment business owners back todayWhy most recruiters are building something they'll never be able to sell, and the simple shifts that change everythingWhat the journey from founder to exit really looks and feels likeWhether you're thinking about an exit in two years or ten, this conversation will change how you think about the business you're building right now.

Recruitment and search business owners: if you've hired a consultant who "should have been good" and they still haven't billed, this episode is why.Watch the free video on how we help recruitment and search firm owners fix this: https://makemoreplacements.com/vslIn our experience, two out of three consultants hired end up costing the business money rather than making it, once you account for salary, on-costs, and the time spent managing them. Most owners who make a bad hire blame the person, the market, or a lack of effort. It's almost never any of those. The real reason is harder to hear: you hired for the wrong reason, took a claim on trust that was never tested, and gave talent no system to work with. Hiring multiplies what already exists. Hire into nothing, and you multiply nothing.In this episode:Why hiring to solve a growth problem instead of a capacity problem sets the whole thing up to failWhy two out of three consultant hires end up costing the business money, not making itThe claim on a CV that owners never actually testThe difference between hiring for talent and hiring into a systemWhy "let systems run the business, and let people run the systems" changes how you hire from hereWatch the free video on how we help recruitment and search firm owners fix this: https://makemoreplacements.com/vslThis episode is sponsored by PlacementBox, our client attraction platform built for recruitment agencies. CRM, ATS and automated outreach in one system, so you get consistent client flow without living in cold call mode. placementbox.ioWho we are: Drew and Terry Edwards help recruitment and search business owners win better clients, higher fees and predictable pipeline without living on the phone.#RecruitmentBusiness #RecruitmentAgency #ExecutiveSearch #RecruitmentOwner #Hiring #Pipeline

We've all been sold the same myth: that successful people win because they've got ironclad discipline, and if you're falling behind, you're just lazy.It's a great story. It's also wrong.In this episode, Terry breaks down why discipline is the weakest tool in a recruitment owner's kit and why building your firm on "just trying harder" guarantees it eventually falls over. He explains why willpower works like a phone battery: you start the day at 100%, but every decision (chase the candidate, chase the invoice, write the proposal, post the video) drains it until you're running on 10% by mid-afternoon and blaming your own character.The fix isn't more grit. It's routines and systems that get the work done without relying on willpower at all.If you're a recruitment or search business owner who keeps starting strong and fading by lunchtime, this one reframes the whole problem.Topics: recruitment business owners, willpower vs discipline, decision fatigue, business development consistency, systems and routines, building a more profitable recruitment firm.

Most recruiters aren't losing business because they're not good enough.They're losing it because their market has forgotten they exist.In this episode, Terry breaks down why 82% of recruiters say they want to post video content: but only around 12% actually do it consistently.The gap has nothing to do with talent or technology. It's mindset.Using the idea of a "trust bank account," Terry explains how every video you post is a deposit into your market's trust, and every time you go silent, or reach out cold asking for vacancies, you're making a withdrawal from an account you never funded. He unpacks the real reasons recruiters stay invisible ("I don't have time," "I don't know what to say," "it needs to be perfect") and the identity shift required to become the recruiter your niche knows, trusts, and wants to work with.You'll learn:Why visibility beats being the "best" recruiter in your marketThe trust bank account: how to make deposits instead of withdrawalsHow to move from perfection to progress, performance to service, and motivation to identityA simple content system to produce a week of videos in 30 minutesThe exact 45-second video to post in the next 24 hoursIf you run a recruitment or search business and you know you should be posting content but keep putting it off, this one is for you.Recruitment business development, video content for recruiters, personal branding, client acquisition, recruiter positioning, building authority, making more placements.

You don't have an information problem. You already know how to win retained work, raise your fees, and build predictable income. What's stopping you is the gap between what you know and what you're willing to do, and that gap is confidence.In this episode, Terry breaks down why most recruitment and search business owners stay stuck: they wait to feel ready before they act. The outbound call, the retainer conversation, the strong LinkedIn opinion: all sitting on the "when I'm confident" pile. The problem? Confidence never comes first. It comes second.Terry unpacks the real sequence that works, action, then competence, then confidence, and why the reverse is a loop of your own making. You'll hear why nerves before a fee conversation aren't a sign you're not ready (even Tom Hanks and Kate Winslet still feel like frauds), why borrowed confidence in a proven system beats waiting on your own, and why somewhere in your market a less skilled recruiter is winning your retainers simply because they showed up and asked while you waited.If you're tired of knowing exactly what to do and still not doing it, this one names the problem properly, and gives you one move to make this week.