This document provides information about becoming a virtual recruiter. It discusses acquiring clients as a contingency or pay-per-candidate recruiter using free online resources like LinkedIn. It outlines the differences between contingency, pay-per-candidate, and contract recruiting models. The document then provides tips on using LinkedIn to find and communicate with prospects, demonstrating high value to land 30% contingency fees, and gives an overview of tools that can be used as part of a virtual recruiting toolbox.

1. Sponsors
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brian.ortiz@cadencestaffing.com
Acquiring Clientele as a Virtual Recruiter
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2. Who am I
 Brian Ortiz | CEO Cadence Staffing & Polarity Holdings
 I’ve been hiring talent for my own companies for the last 16 years
 Hiring in technology, sales, marketing, executives
 Hiring in entry level, mid level, and executive placement jobs
 Started to focus on recruiting in 2011 (Cadence Staffing) in large part because
of the excess job seekers who I could hire
 Exclusively use the internet to acquire all of my clients
 Almost all job posts and candidate resume searches are done using free
resources throughout the internet.
WEBINAR QUESTIONS – at the bottom left hand portion of
your presentation screen, you can type in your questions
at any time and I’ll try to address as many of them as
possible at the end of the presentation –
Audio Problems – any audio issues send me a chat message
saying AUDIO REPEAT
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3. Advanced Recruiter Toolbox
 Throughout the presentation there will be references to a “recruiter
toolbox.” That is the advanced blueprint we’ll discuss at the end of the
presentation and will be designated by a (*toolbox) symbol
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4. Traditional HR Job (W2 employee) Independent/Virtual HR Recruiter (1099 Independent Contractor)
Compensation is Traditionally Salaried Varied Compensation:
Hourly, Pay-Per-Performance/Contingency, Retained or Upfront Fee
Internal Recruiters
Organizational and Training Specialist
Compensation Specialist
Benefits Specialist
Employee and Labor Relations Management
Organizational Development (newer field)
Contract Recruiter
Headhunter
Retained Recruiter
Pay-Per-Performance or Contingency Recruiter
Milestone or Pay-Per-Candidate Recruiter
Types of Human Resource Work
HR professionals occasionally
toggle between the two types
of working structures
throughout their career
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5. Themes / Definitions / Recruiting Grid
 Becoming a contract / contingency / retained /or pay-per-candidate virtual recruiter will
provide you with the ability to earn a living either part-time or full-time. This career path
works for those:
Who want to transition from in-house employees due to work hours, pay, work load, etc.
Recent graduates who were looking to gain real world experience.
Workers who are exploring a potential transition to HR.
 Contingency based working arrangements mean that clients pay only when your candidate is
hired (this arrangement works better when you, as a recruiter have a financial cushion since
it takes longer to receive payouts). Payouts are typically much greater than for pay-per-
candidate recruiters.
 Pay-per-candidate or milestone recruiter based relationships mean that you, as a recruiter,
charge your clients based on the delivery of qualified candidates. You will be paid much
quicker relative to contingency based recruiting, but the payouts are typically much less.
 Full time virtual contingency recruiters typically earn 2-5 times more than full time pay-per-
candidate recruiters.
 Retained recruiters are typically paid a set price before sourcing potential candidates.
Retained recruiters often work on an exclusive basis with their clients.
 Contract Recruiter – typically works with clients on an hourly basis to fill specific jobs.
 Headhunter – subset of contingency recruiters -- works with clients to fulfill jobs that are
typically specialized in a certain field or position requires a specialized skill-set. Headhunters
usually work on a contingency basis.
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6. Recruiting Grid
Contract Recruiter Retained Recruiter Contingency Recruiter /
Headhunter
Pay-Per-Candidate /
Milestone Recruiter
Typical
Compensation
Hourly ($40 - $150 per
hour) [Mid Level
Earnings]
Flat Fee up to 35% of job
placement salary Before Work
Commences [Highest Earnings]
Up to 30% of job placement
salary [Mid Level Earnings]
$25 - $500 per candidate /
milestone [Lower Earnings]
Candidate
Attributes
Broad Range of
Candidates
Executives 80k – 1MM+ Salary
Range
Mid-Level to Executive Level
Candidates 25k-150 Salary
Range
Less than 80k Salary Range
Other Typically used if
company has
temporary up-tick in
hiring
Typically used by large /
prestigious companies
Headhunters are specialized Typically used when
working with a
new/inexperienced
recruiter
Other High performing
contract recruiters
may segue into
retained recruiters
Typically deliver small number
of candidates (2-3) and may
do screening, assessment, and
background checks
Typically delivers larger
number of candidates
Typically used when
company is looking to save
on recruitment costs
Newer RecruitersExperienced Recruiters
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7. Themes
 Linkedin, indeed, monster, and careerbuilder are places that can be used to find “traditional”
hourly work as a contract recruiter – but these jobs are very competitive and usually require 5+
years experience.
 Linkedin can be used to acquire clients as an independent virtual recruiter for those that lack the
years of experience.
 You can use linkedin to acquire all of your clients without paying a cent.
 Large free databases of both passive and active job seekers are available. You don’t need to pay
monster or careerbuilder exorbitant fees to post and search for qualified job applicants. (*toolbox)
 The processes I describe are scalable, you can work with interns, offshore workers, or other
contractors to help you quickly obtain even more clientele (in other words, you can build a team
around you).
 Phone interaction mixed in with supporting e-mails and collateral work best to land clients.
 Phone conversations should be needs based, not sales calls. Ask yourself, what areas does the client
need help with?
 Be flexible in working with clients; but this doesn’t mean to reduce your required compensation.
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8. Can I make ends meet being a Virtual
Recruiter (Contingency Vs. Pay-Per-Candidate
vs Contract)– Doing the Math
 Target jobs are 100k+ - Target Contingency Fee is 30%
5 solidified positions per year = $150,000
 Pay-Per-Candidate recruiters that charge $200 per qualified applicant delivery
need to deliver 750 candidates per year or about 15 candidates per week (3
candidates per work-day) to their clients to hit the $150,000 mark.
 A contract recruiter making $75 an hour would work 38.4 hours per week to
earn $150,000.
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9. Deciding Between Contingency and Pay-
Per-Candidate Models
 Pay-per-candidate models are often viewed as riskier than a contingency relationship to your
potential clients. If you are in need of a shorter payment schedule explain in basic terms how
the pay per candidate model will make financial sense for your prospects:
Say a client has a 100k job opening – A contingency recruiter is charging a 30% fee which is a
30k commission.
A pay per candidate recruiter is charging $100 per candidate (for mid level positions) and
$200 per candidate for higher level executive positions.
If the pay per candidate recruiter delivers (4) high level candidates and one is selected for
the position, the recruiter earns $800. The cost to the company is only 2.6% of the
contingency recruiting cost.
 The pay per candidate model is typically a harder sell because your clients incur less
certainty, but again, if your intention is to minimize your risk and minimize time to payment,
then this may be the optimal structure. You will also have the freedom to work with a larger
number of clients within a given time frame due to your responsibilities per client being less.
 If you have a solid financial nest egg, and are less risk averse, contingency recruiting may be
more attractive to you. You will also have more time with specific clients, so you may be able
to develop a more solid long term relationship with your target prospects.
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10. Cultivating Relationships, Demonstrating High Value, Getting
to a 30% Contingency Fee
 Whether you are interacting with a prospective client via e-mail or phone, the most important thing
is the ability to both DEMONSTRATE high value and to IDENTIFY how the client sees you (your
perceived value).
 If you cannot demonstrate a base level of value, prospective clients will not hire you and they will
not pay you reasonable commissions.
DEMONSTRATING HIGH VALUE FOR A 30% CONTINGENCY FEE
You must present a unique and compelling value proposition to clients.
Message must be concise and direct, not muddied.
Your identity, personal brand, and message must be consistent. (*toolbox)
IDENTIFYING HOW A CLIENT PERCIEVES YOUR VALUE:
After interacting with prospect, send out to-do items (give your prospects homework to test
engagement) – example, e-mail requesting additional information about company or job opening
specifics.
Schedule follow up appointments.
Ask yourself, how engaged/responsive is prospect during this interaction cycle?
Ask yourself, what are the areas of pain that the prospect mentions to you? 10

11. How to Use Linkedin to Acquire Clients
 Build your linkedin network. People feel comfortable communicating with those that have over
500+ connections.
 Join groups that comprise your clientele (can join up to 50 groups). Some groups have over a
million members. Joining these groups will dictate the ease in which you can communicate with
your prospects for free. Doing a search on linkedin for groups, will typically have the largest
groups appear first, those are your ideal groups to join.
Linkedin charges $10 per email if you are sending through inmails. Communicating with group
members, however, is free so you want to make the most out of your 50 groups and join those with
large amounts of members and you’ll never have to pay any fees.
 Can e-mail 1st degree connections. Can e-mail 2nd to 3rd degree only if you share a group.
 Add a good number of open networkers to increase your 1st-3rd degree connections. (*toolbox)
 Don’t send more than 150 connection requests per day.
Finding Your Prospects Once Your Network Reaches a Critical Mass (OVERVIEW)
 We specifically search for companies that are posting job ads on linkedin. There are currently
over 150,000 companies hiring on linkedin today – those are your target clients.
 Search by location and company size. It is better to target mid sized and small companies first,
before going after the big fish.
 Once you identify a target list of companies based on size and location, you can see all the
active job posts that company is making. 50% of the time, the individual that is making the
posts is identified. That is going to be your target contact within the organization. (*toolbox) 11

12. Communicating with Prospects Via Linkedin
 Who do I communicate with?
How do I know who is most likely to hire me?
This depends largely on the company size. For small to mid sized companies, we usually
recommend developing a relationship with whomever is posting the job ads. For larger
companies, identify the highest ranking HR official through linkedin.
 A prime way to identify a company in serious need of a virtual or pay-per-candidate recruiter
is to see who is posting the job ads on linkedin. If the CEO, CFO, VP of Sales, or any
executive outside of HR is posting ads, you know that this individual probably has other
work he/she would like to be doing. These executive job posters are prime targets to
communicate with.
Communication Process:
 Identify Prospect
 Start off with TARGETED E-MAIL or PHONE CALL
 Mention prospect by name
 Mention prospect company by name
 Mention specific job post or posts you have viewed
 Explain the precise value proposition you offer (*toolbox)
 Discover the areas of pain that your prospect is enduring
 Follow up with additional PHONE Call and/or E-Mail
 Once client responds, set up dedicated appointment for needs analysis
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13. Melding Phone and Email Interaction ---
Keeping a CRM (Customer Relationship
Management) tool in Google Docs
 E-mail can be used in conjunction with phone.
 Phone always wins out when demonstrating high value. Your phone interaction
ability will indicate to your prospective clients how you will interact with
their prospective hires.
 Set up basic CRM in Google Documents. (*toolbox)
 Don’t have ad hoc meetings with clients, demonstrating high value means
that all appointments are scheduled in advance.
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14. Using Rapportive (Gmail Add-On) to Find
Contact E-Mail Information for the rest of
your Prospects
If you are not able to e-mail a prospect through linkedin (due to 2nd or 3rd degree
connection or not sharing a group) use the Rapportive Gmail Ad On to identify
executives’ e-mail addresses.
 Rapportive is a Gmail Add on – find in chrome extensions gallery
 here are the inputs to attempt in rapportive:
steven.jones@company.com
s.jones@company.com
steven@company.com
sjones@company.com
stevenjones@company.com
 Rapportive will tell you when you have the correct address and you can send away.
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15. Staying in Touch with Prospects that
Don’t Hire You Immediately
 A good portion of prospects will say not now – ask them for their contact
information and to follow up with them periodically.
 Create a monthly newsletter and ask for permission to place their email on
the list. Newsletter should continue to demonstrate your value.
 Track all interactions in your CRM.
 Follow your target prospect companies on linkedin to identify any new job
openings.
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16. Comprehensive Virtual Recruiter Toolbox
 Exhaustive list of over 50 free resume search and job post databases – you can’t be a virtual recruiter without a broad list of quality talent.
 Complete step-by-step linkedin communication/prospecting blueprint – screen captures and instructions on how to EFFICIENTLY target and
land clients.
 Templated unique/high value proposition e-mails / phone-interaction wording (both for Contingency and Pay-Per Candidate structures) –
learn how to show your clients you are worth hiring without going through the arduous trial and error process. Learn the most common
problems internal HR departments are looking to solve. Learn the language that top producing virtual recruiters use to land more clients.
 How-to tutorial on growing your number of linkedin connections in less than two weeks – maximize the ease in which you communicate
through linkedin. Maximize your online reputation and land more clients by displaying a broad connection base.
 Sample Google Document CRM for tracking all your prospects, interactions, and sales – stay on top of all your revenue producing activities!
Cost for webinar participants today only is $19 for this complete advanced
toolbox - (package sells for $249 for in-person seminar attendees) -
E-Mail brian.ortiz@cadencestaffing.com for immediate download.
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17. 17
Virtual Recruiter Consulting Packages
 Mock virtual recruiter / hiring manager call session – 45 Minute
mock call session - $49
 Hourly consulting with Brian Ortiz $300 per hour
Call us at 646.389.3259 for all consulting inquiries.

18.  Master Class E-Book For HR professionals or soon to be graduating students
that want assistance in efficiently landing the traditional HR job –
 Increase your number of job interviews
 Master HR interview strategies
 Increase your ratio of interviews to job offers
 Shorten your time to hire
 Negotiate the most comprehensive compensation package and get working
The E-Book Will Be Available April 14th for -- $19 – you can email me now to get
on the wait list -– brian.ortiz@cadencestaffing.com
For HR Pros Looking for Traditional
Salaried Jobs
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19. Questions
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