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The Elite Recruiter Podcast

The Elite Recruiter Podcast

De : Benjamin Mena
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The Elite Recruiter Podcast is where top recruiters go to get better.

Hosted by executive recruiter Benjamin Mena, this show dives deep into the stories, strategies, and mindsets of the most successful people in the industry — from $1M solo producers to 8+-figure agency founders.

Each episode delivers real, tactical insights for high-performance recruiting:

  • How elite recruiters build and scale
  • Tools, tech stacks, and sourcing strategies
  • Daily habits and workflows that drive million-dollar desks
  • Lessons from failure, breakthrough wins, and mindset shifts
  • What the best are doing next — and how they’re changing the game

If you’re in agency recruiting, staffing, or executive search — this is your new secret weapon.

No fluff. No recycled advice. Just the unfiltered playbook of the top 1%.

🎧 Subscribe now and start leveling up like an elite.

2026 Elite Recruiter Podcast Direction Développement personnel Economie Finances privées Management Management et direction Marketing et ventes Réussite personnelle
Épisodes
  • Why Your Recruiting Desk Is Quiet Right Now

    Why Your Recruiting Desk Is Quiet Right Now
    Oct 12 2026

    Your desk goes quiet. The calls slow down, the interviews dry up, and you start wondering what changed. John Ruffini has an answer, and it usually starts with what is sitting in your pipeline.

    The Firm Leaders Summit runs November 16 to 18, three days built for recruiting firm owners and leaders on hiring, training, BD, and growth: https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

    Money Makers 2.0 is on Amazon in Kindle, paperback, and hardcover: https://amzn.to/4AYuOqu

    This episode is brought to you by Atlas, the CRMx that captures every interview, call, and message automatically, then tells you the next action to take, now with a contract suite and live margin visibility on every placement: https://recruitwithatlas.com/

    John has spent 30 years in recruiting, starting on a direct hire desk and spending the last 10 to 15 years training, mentoring, and developing recruiters across accounting, IT, and healthcare. Ten years after his first book, he sat down with Benjamin Mena for the release of Money Makers 2.0, a full rewrite of the original for the way recruiters work today.

    He opens with the question he uses when a passive candidate tries to shut the call down, and its twin for the hiring manager who says they just posted the job. Then he walks through his forecasting rule. By his math, only about 30% of an active pipeline closes, and a resume submission does not count until the client agrees to interview. A recruiter who wants to bill $30K a month, as he tells it, needs roughly $100K of interview-stage deals in motion. He is clear that seasoned billers who know their clients can close far more, but for a quiet or growing desk, the math is the wake-up call.

    From there it gets practical. Why he calls active candidates every week even when he cannot place them, what one active and one passive interview a day does for a desk, how he tracks the companies where competitors are placing and he is not, and why he never blocks more than 45 minutes of calls at a time. He shares the story of a recruiter who trusted the plan through six slow months and went on to have 80 nurses working for her, and a friend who left voicemails for a niche clinician for six months until she called back because he was the only one who kept calling.

    What You'll Learn:

    • The Million-Dollar Recruiting Question for passive candidates
    • The marketing version that gets hiring managers talking
    • How to ask for referrals that produce real names
    • The pipeline math behind a consistent month
    • How to find your own send-out to placement ratio
    • The call block plan that separates busy from productive
    • Why most deals fall apart, and the steps recruiters skip

    Money Makers 2.0 is on Amazon in Kindle, paperback, and hardcover: https://amzn.to/4AYuOqu

    🎙️ Connect with John Ruffini on LinkedIn: https://www.linkedin.com/in/johnruffini/

    📱 John on Instagram and TikTok: @beabetterrecruiter

    🏢 Firm Leaders Summit: https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

    👥 Join the Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community

    📬 Subscribe to the newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe

    ⚡ Try Atlas: https://recruitwithatlas.com/

    🔗 Connect with Benjamin Mena: https://www.linkedin.com/in/benjaminmena/
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    1 h et 9 min
  • We Trained Our Clients' Recruiters. They Kept Calling.

    We Trained Our Clients' Recruiters. They Kept Calling.
    Oct 8 2026

    Firm owners, the Firm Leaders Summit runs November 16 to 18. Save your seat: https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

    This episode is brought to you by Atlas, the CRMx that actually understands context. It captures every interview, client call, LinkedIn message, email, and WhatsApp automatically, then tells you the next action to take. Learn more at https://recruitwithatlas.com/

    Brooke Weinert and her husband Tommy had a plan: one of them would keep the paycheck while the other built a recruiting firm. Then their entire team at a 2,000-person government contractor was let go, and both of them were out at once. Within 48 hours they were at the dining room table with a spiral notebook, writing the business plan for what became Mount Indie, a cleared recruiting firm built for government contracting.

    Eight years later, Brooke is founder and CEO, and the firm runs a second line of business most owners would be afraid to touch. Shadow Labs, their cleared recruiter training platform, trains in-house recruiting teams, often at the same companies Mount Indie recruits for. A mentor warned them it would cannibalize the firm. As Brooke tells it, the opposite happened: training clients keep coming back for surge support and their hardest-to-fill roles.

    Brooke and Benjamin get into how a discounted favor for people they knew turned into a product, why she built a Client Readiness Framework after reading The Pumpkin Plan, and how a dashboard tracking every step from first submittal to offer tells her team which clients deserve their time. She breaks down Evergreen, the retainer model they built by listening to GovCon clients, including the client who went in-house, came back, and grew from 50 to 150 employees with Mount Indie embedded in their hiring. They also cover why Mount Indie has never hired an in-house salesperson, how a quarterly newsletter and LinkedIn content turn into clients over years, what EOS forced them to start doing, and why they earned a facility clearance but have no interest in becoming a prime.

    If you have ever wondered what else your firm could sell without putting your recruiting business at risk, this one is for you.

    What You'll Learn

    • Why training your clients' recruiters can bring in more recruiting work, not less
    • How a Client Readiness Framework shows which clients are worth your team's time
    • How to structure a retainer for clients whose hiring swings with contract awards
    • Why protecting your brand and your recruiters' bandwidth can be worth slower growth
    • What EOS changes for recruiters who never planned on running a business
    • How to test a new revenue line by talking to your clients first

    Links

    🔗 Connect with Brooke on LinkedIn: https://www.linkedin.com/in/brooke-weinert-6632752b/

    🏔️ Mount Indie: https://mountindie.com/

    🧪 Shadow Labs: https://shadow-labs.io/

    🚀 Firm Leaders Summit: https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

    ⚙️ Atlas: https://recruitwithatlas.com/

    🤝 Join the Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community

    📬 Subscribe to the newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe
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    1 h et 1 min
  • How To Build An AI-Native Firm That Beats Firms 4x Its Size.

    How To Build An AI-Native Firm That Beats Firms 4x Its Size.
    Oct 5 2026
    How To Build An AI-Native Firm That Beats Firms 4x Its Size. Firm Leaders Summit, Nov 16 to 18, free live sessions: https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com/ Atlas, the CRMx built for recruiters: https://recruitwithatlas.com/ Alex Papageorge is back. Since his last appearance the idea he was duct-taping together with n8n, Clay, and OpenAI has become a fully built recruiting firm running on Azure, with three AI agents named Donna, Sunny, and Mina sitting on Mac Minis on his desk. The argument Alex makes is simple and uncomfortable. If you think you're using AI because you pay for a sourcing tool with AI in it, you're not. You're renting tools. The firms that pull ahead over the next two years won't be the ones with the best tool, they'll be the ones whose tools talk to each other through a real data layer. Ask your firm what its data architecture strategy is. If the answer is "our ATS," that's the pause for concern. He walks through what that actually looks like for a recruiter. When a candidate replies at 1 AM asking about salary, an agent answers inside a minute, because the information lives in one central source of truth instead of six systems an agent has to go hunting through. Recruiters stay on the calls that need a human. Mina sources, reaches out, qualifies, and books the calendar. Sunny takes candidates who didn't land and finds the companies hiring for exactly that role. Donna runs operations. None of them replace the recruiter, and Alex says on tape that staying human in the process is a principle, not a 2026 answer. The number that stops you is the cost. Alex says the infrastructure runs about $150 to $160 a month, maybe $1,000 if he added 25 more recruiters. That figure is infrastructure only, excluding sourcing and interview tools. He also explains why most recruiters are burning tokens: they ask AI to figure out what a plain automation should just move from A to B. Then the conversation turns to clients. Every hiring manager now has the same tools recruiters do, and Alex is hearing it in meetings: the 20% fee is being called a commodity. His answer is not to get cheaper but to be the trusted partner who can explain why a search isn't working and what changing A, B, and C would do, backed by a weekly report. He also shares the email result Benjamin saw on screen in the pregame, 157 candidates with a 62% open rate and a 58% positive reply rate as Alex tells it, and why deliverability, mailbox rotation, and A/B testing are the unglamorous reason behind it. What You'll Learn Why "our ATS" is the wrong answer to the infrastructure question, and what the right one sounds likeHow a central source of truth cuts token costs instead of adding to themWhat Donna, Sunny, and Mina each do, and where the human stays in the loopWhy clients are calling the 20% fee a commodity and what to sell insteadThe first thing to do Monday morning if you just realized your tool stack isn't a strategyThe two questions Alex wishes recruiters would ask him Connect with Alex Papageorge LinkedIn: https://www.linkedin.com/in/alex-papageorge/ Email: alex@superrecruiter.io Website: https://superrecruiter.io/ Ask him on LinkedIn for his free infrastructure pack. Super Recruiter is hiring and is starting to partner with solo recruiters who want to run on their infrastructure. 🚀 Firm Leaders Summit, Nov 16 to 18: https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com/ 🤖 Atlas: https://recruitwithatlas.com/ 🎙️ Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community 📬 Newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe
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    1 h et 3 min
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