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Your top performer didn't quit out of the blue. You trained them right out the door. 🚪📉 When a high performer leaves, bad managers call it "disloyalty." In reality, it's usually performance punishment: • Slackers miss deadlines? Give the work to the top performer. • Complex problem needs solving? Put it on the person who "can handle it." • New initiative needs launching? Overburden the reliable producer. Eventually, excellence becomes their penalty. While you're piling extra work on their desk without extra compensation, recognition, or leverage, an executive headhunter is dialing their number with an offer that actually respects their bandwidth. If your best people are always carrying the building, don't be shocked when they are the first to walk out. Managers: Are you rewarding excellence, or punishing competence? Let’s hear your take below 👇 #Leadership #TalentRetention #EmployeeEngagement #ExecutiveSearch #ManagementTips
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jeremyjensonhub2
Your top performer didn't quit out of the blue. You trained them right out the door. 🚪📉 When a high performer leaves, bad managers call it "disloyalty." In reality, it's usually performance punishment: • Slackers miss deadlines? Give the work to the top performer. • Complex problem needs solving? Put it on the person who "can handle it." • New initiative needs launching? Overburden the reliable producer. Eventually, excellence becomes their penalty. While you're piling extra work on their desk without extra compensation, recognition, or leverage, an executive headhunter is dialing their number with an offer that actually respects their bandwidth. If your best people are always carrying the building, don't be shocked when they are the first to walk out. Managers: Are you rewarding excellence, or punishing competence? Let’s hear your take below 👇 #Leadership #TalentRetention #EmployeeEngagement #ExecutiveSearch #ManagementTips
A résumé tells you almost nothing about a candidate. These 3 questions tell you everything. 📋🔍 Anyone can hire someone to polish a résumé or rehearse standard interview answers. If you want to know who you’re actually hiring, ask these 3 questions in this exact order: 1️⃣ "What did you hate about your last job?" Why it matters: It reveals whether they are running toward a bigger opportunity or just running away from discomfort and accountability. 2️⃣ "What would your last manager say you needed to work on?" Why it matters: Asking for a third-party perspective cuts through rehearsed "strengths disguised as weaknesses" faster than almost anything else. 3️⃣ "Describe your best boss." Why it matters: It tells you exactly how they need to be managed and whether their working style actually matches your client's leadership culture. 3 precise questions will save you from months of bad hires and mismatched placements. How would you answer question #1? Drop your take below 👇 #HiringTips #ExecutiveSearch #InterviewQuestions #Recruiting #TalentAcquisition #Leadership #Staffing #BusinessGrowth
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jeremyjensonhub2
A résumé tells you almost nothing about a candidate. These 3 questions tell you everything. 📋🔍 Anyone can hire someone to polish a résumé or rehearse standard interview answers. If you want to know who you’re actually hiring, ask these 3 questions in this exact order: 1️⃣ "What did you hate about your last job?" Why it matters: It reveals whether they are running toward a bigger opportunity or just running away from discomfort and accountability. 2️⃣ "What would your last manager say you needed to work on?" Why it matters: Asking for a third-party perspective cuts through rehearsed "strengths disguised as weaknesses" faster than almost anything else. 3️⃣ "Describe your best boss." Why it matters: It tells you exactly how they need to be managed and whether their working style actually matches your client's leadership culture. 3 precise questions will save you from months of bad hires and mismatched placements. How would you answer question #1? Drop your take below 👇 #HiringTips #ExecutiveSearch #InterviewQuestions #Recruiting #TalentAcquisition #Leadership #Staffing #BusinessGrowth
CEO exits are climbing, but the pool of qualified internal successors is shrinking fast. 📉 Business Insider recently highlighted this growing succession gap and it’s not a hiring problem, it’s a internal development problem that surfaces years too late. Boards often spend decades assuming internal talent will be ready to step up, only to panic when the corner office empties and nobody is equipped to lead. That is the exact moment executive search firms get brought in, leading to searches that take longer and cost significantly more than anticipated. The companies that invest in leadership development years in advance are the ones that never face this crisis. 📲 Save this post to audit your company's leadership pipeline! 🚀 #ExecutiveLeadership #SuccessionPlanning #BoardGovernance #CEOTransition
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jeremyjensonhub2
CEO exits are climbing, but the pool of qualified internal successors is shrinking fast. 📉 Business Insider recently highlighted this growing succession gap and it’s not a hiring problem, it’s a internal development problem that surfaces years too late. Boards often spend decades assuming internal talent will be ready to step up, only to panic when the corner office empties and nobody is equipped to lead. That is the exact moment executive search firms get brought in, leading to searches that take longer and cost significantly more than anticipated. The companies that invest in leadership development years in advance are the ones that never face this crisis. 📲 Save this post to audit your company's leadership pipeline! 🚀 #ExecutiveLeadership #SuccessionPlanning #BoardGovernance #CEOTransition
POV: Your competitor just called me about you 📲 When your biggest rival asks about your top talent 🤫👇 Your competitors know who your best performers are long before you realize they’re being watched. When a headhunter gets a call asking for the lowdown on your top producer, it means someone is actively preparing an offer. Top talent doesn't stay hidden. If you aren't constantly making your key players feel valued, challenged, and compensated fairly, your competitors will happily do it for you. Don't wait for a resignation letter to show them what they're worth. How do you protect your key talent from getting poached? Let us know below 👇 #ExecutiveSearch #Headhunting #TalentPoaching #EmployeeRetention #Leadership
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POV: Your competitor just called me about you 📲 When your biggest rival asks about your top talent 🤫👇 Your competitors know who your best performers are long before you realize they’re being watched. When a headhunter gets a call asking for the lowdown on your top producer, it means someone is actively preparing an offer. Top talent doesn't stay hidden. If you aren't constantly making your key players feel valued, challenged, and compensated fairly, your competitors will happily do it for you. Don't wait for a resignation letter to show them what they're worth. How do you protect your key talent from getting poached? Let us know below 👇 #ExecutiveSearch #Headhunting #TalentPoaching #EmployeeRetention #Leadership
Don't chase the dream of owning a firm, chase what you are actually exceptional at first. 🧠 Most agency founders make the mistake of copying someone else's blueprint without defining their core advantage. Before trying to scale a business, master one of these critical areas: 1️⃣ Candidate Relationships: Sourcing passive, high-ticket talent better than 99% of the market. 2️⃣ Business Development: Winning high-margin client accounts consistently. 3️⃣ Training Recruiters: Building systems and coaching others to execute at your standard. Wanting a firm isn't a talent: a dream alone builds nothing. Find your unique edge first, then build the company around it. 📲 Save this post to define your unfair advantage! 🚀 #RecruitingStrategy #AgencyOwner #BusinessGrowth #ExecutiveSearch #LeadershipMindset
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jeremyjensonhub2
Don't chase the dream of owning a firm, chase what you are actually exceptional at first. 🧠 Most agency founders make the mistake of copying someone else's blueprint without defining their core advantage. Before trying to scale a business, master one of these critical areas: 1️⃣ Candidate Relationships: Sourcing passive, high-ticket talent better than 99% of the market. 2️⃣ Business Development: Winning high-margin client accounts consistently. 3️⃣ Training Recruiters: Building systems and coaching others to execute at your standard. Wanting a firm isn't a talent: a dream alone builds nothing. Find your unique edge first, then build the company around it. 📲 Save this post to define your unfair advantage! 🚀 #RecruitingStrategy #AgencyOwner #BusinessGrowth #ExecutiveSearch #LeadershipMindset
Why the best candidates say "NO" first 👇 When an engineer said no, the offer jumped from $1M to $10M. Most companies walk away after the first rejection, which is exactly why they never land top-tier talent. Real executive search isn’t about chasing active job seekers. It’s about building a compelling case for passive candidates who aren’t even looking. Money gets you in the room, but the opportunity is what actually closes the deal. Stop quitting after the first "no". The "impossible" hire is usually just sitting behind a recruiter who gave up too soon. What’s the biggest objection you’ve faced while hiring? Let us know in the comments 👇 #executivesearch #RecruitingStrategy #TalentAcquisition #HiringTips #Headhunting
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jeremyjensonhub2
Why the best candidates say "NO" first 👇 When an engineer said no, the offer jumped from $1M to $10M. Most companies walk away after the first rejection, which is exactly why they never land top-tier talent. Real executive search isn’t about chasing active job seekers. It’s about building a compelling case for passive candidates who aren’t even looking. Money gets you in the room, but the opportunity is what actually closes the deal. Stop quitting after the first "no". The "impossible" hire is usually just sitting behind a recruiter who gave up too soon. What’s the biggest objection you’ve faced while hiring? Let us know in the comments 👇 #executivesearch #RecruitingStrategy #TalentAcquisition #HiringTips #Headhunting
30% of Candidates LIE About Their Numbers 🤥 Mark Cuban says 30% to 40% of Shark Tank pitches fail due diligence because founders exaggerate their numbers. The exact same thing happens when headhunting top revenue producers. What a candidate claims their portable book of business is and what actually transfers to a new firm are often two completely different numbers. Most companies skip proper verification and end up making expensive hiring mistakes. Always verify the real numbers before extending an offer 💡 Have you ever hired someone who inflated their track record? Let us know below 👇 #ExecutiveSearch #HiringMistakes #DueDiligence #RecruitmentTips #Leadership
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30% of Candidates LIE About Their Numbers 🤥 Mark Cuban says 30% to 40% of Shark Tank pitches fail due diligence because founders exaggerate their numbers. The exact same thing happens when headhunting top revenue producers. What a candidate claims their portable book of business is and what actually transfers to a new firm are often two completely different numbers. Most companies skip proper verification and end up making expensive hiring mistakes. Always verify the real numbers before extending an offer 💡 Have you ever hired someone who inflated their track record? Let us know below 👇 #ExecutiveSearch #HiringMistakes #DueDiligence #RecruitmentTips #Leadership
Building a $14M recruiting firm isn’t about working harder, it’s about building non-negotiable systems that scale. 🧠 Most agency owners get stuck under a revenue ceiling because they rely on hustle instead of structure. If you want to scale past 8 figures, you must master these core pillars: 1️⃣ High-Margin Value-Based Fees: Stop competing on price and start positioning your firm as an indispensable strategic partner. 2️⃣ Real-Time Recruiter Training: Train reps on live candidate and client calls to eliminate costly mistakes on the spot. 3️⃣ Repeatable Sourcing Operations: Build predictable, documented workflows to hunt passive top-tier talent consistently. Scale comes from systems, standards, and relentless execution. 📲 Save this post to audit your agency’s scaling roadmap! 🚀 #RecruitingStrategy #AgencyGrowth #ExecutiveSearch #ScalingUp #LeadershipMindset
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jeremyjensonhub2
Building a $14M recruiting firm isn’t about working harder, it’s about building non-negotiable systems that scale. 🧠 Most agency owners get stuck under a revenue ceiling because they rely on hustle instead of structure. If you want to scale past 8 figures, you must master these core pillars: 1️⃣ High-Margin Value-Based Fees: Stop competing on price and start positioning your firm as an indispensable strategic partner. 2️⃣ Real-Time Recruiter Training: Train reps on live candidate and client calls to eliminate costly mistakes on the spot. 3️⃣ Repeatable Sourcing Operations: Build predictable, documented workflows to hunt passive top-tier talent consistently. Scale comes from systems, standards, and relentless execution. 📲 Save this post to audit your agency’s scaling roadmap! 🚀 #RecruitingStrategy #AgencyGrowth #ExecutiveSearch #ScalingUp #LeadershipMindset
Generic interview questions only get rehearsed answers. 🛑 Resumes tell you what someone did, but not who they actually are. To pierce through a candidate's facade and evaluate their true potential, you need questions that reveal their underlying mindset: 1️⃣ "What would your last employer say you need to work on the most?" (Bypasses scripted responses and measures actual self-awareness). 2️⃣ "What is one thing that you hated about your last job?" (Uncovers whether they are running toward a better opportunity or just running away from a problem). 3️⃣ "Describe your best boss." (Shows you exactly how they need to be managed and whether they will fit your client's culture). Asking the right questions in the right order saves time and prevents bad hires. 📲 Save this post for your next candidate screening call! 🚀 #RecruitingStrategy #InterviewTips #ExecutiveSearch #TalentAcquisition #LeadershipHires
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jeremyjensonhub2
Generic interview questions only get rehearsed answers. 🛑 Resumes tell you what someone did, but not who they actually are. To pierce through a candidate's facade and evaluate their true potential, you need questions that reveal their underlying mindset: 1️⃣ "What would your last employer say you need to work on the most?" (Bypasses scripted responses and measures actual self-awareness). 2️⃣ "What is one thing that you hated about your last job?" (Uncovers whether they are running toward a better opportunity or just running away from a problem). 3️⃣ "Describe your best boss." (Shows you exactly how they need to be managed and whether they will fit your client's culture). Asking the right questions in the right order saves time and prevents bad hires. 📲 Save this post for your next candidate screening call! 🚀 #RecruitingStrategy #InterviewTips #ExecutiveSearch #TalentAcquisition #LeadershipHires
Most recruiting firms train new hires the wrong way: they give them a script, let them make calls for a week, and then critique everything they did wrong at the end. Nobody actually learns like that. 🛑 At Encore Search, we use real-time feedback and role-playing: 1️⃣ Start with Kudos: Highlight what team members did well to set a positive baseline. 2️⃣ Model the Behavior: Managers physically demonstrate the correct call techniques. 3️⃣ Real-Time Corrections: Stop reps the exact second they make a mistake, correct them instantly, and have them retry on the spot. Fast feedback loops + consistent repetition = compounding skill growth. Don't just hope your recruiters improve, build standard training into your process on purpose. 📲 Save this post to level up your team's training process! 🚀 #RecruitingTraining #LeadershipTips #SalesCoaching #TeamDevelopment #ExecutiveSearch
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jeremyjensonhub2
Most recruiting firms train new hires the wrong way: they give them a script, let them make calls for a week, and then critique everything they did wrong at the end. Nobody actually learns like that. 🛑 At Encore Search, we use real-time feedback and role-playing: 1️⃣ Start with Kudos: Highlight what team members did well to set a positive baseline. 2️⃣ Model the Behavior: Managers physically demonstrate the correct call techniques. 3️⃣ Real-Time Corrections: Stop reps the exact second they make a mistake, correct them instantly, and have them retry on the spot. Fast feedback loops + consistent repetition = compounding skill growth. Don't just hope your recruiters improve, build standard training into your process on purpose. 📲 Save this post to level up your team's training process! 🚀 #RecruitingTraining #LeadershipTips #SalesCoaching #TeamDevelopment #ExecutiveSearch
The best candidates aren’t active on job boards, they’re thriving at their current firms, respected by their teams, and not actively looking for a move. 🧠 Candidates who apply to job posts are often unhappy, unemployed, or willing to take the first offer that comes along. But the candidates worth building your company around? They require a completely different approach: ❌ What Doesn't Work: Pushy sales pitches or assuming they are unhappy. ✅ What Actually Works: Presenting a genuinely better opportunity and establishing a clear, logical reason why the timing is right for their career. It’s a much harder conversation to master, but it's the only conversation that lands true top performers. 📲 Save this post to level up your candidate outreach strategy! 🚀 #TalentAcquisition #ExecutiveSearch #RecruitingStrategy #HiringTopTalent #LeadershipHires
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The best candidates aren’t active on job boards, they’re thriving at their current firms, respected by their teams, and not actively looking for a move. 🧠 Candidates who apply to job posts are often unhappy, unemployed, or willing to take the first offer that comes along. But the candidates worth building your company around? They require a completely different approach: ❌ What Doesn't Work: Pushy sales pitches or assuming they are unhappy. ✅ What Actually Works: Presenting a genuinely better opportunity and establishing a clear, logical reason why the timing is right for their career. It’s a much harder conversation to master, but it's the only conversation that lands true top performers. 📲 Save this post to level up your candidate outreach strategy! 🚀 #TalentAcquisition #ExecutiveSearch #RecruitingStrategy #HiringTopTalent #LeadershipHires
Landing your first major client is huge, but it can quickly turn into a trap if you aren't careful. 🧠 Here are the 5 fatal mistakes recruiters make after winning big accounts: 1️⃣ Doing Everything Alone: Trying to source, screen, and deliver without delegating or building a team around the account. 2️⃣ Discounting Fees: Slashing rates just to lock the client in, cheapening your expertise. 3️⃣ Getting Comfortable & Lazy: Stopping proactive business development because one big client is generating revenue. 4️⃣ Relying on a Single Contact: Failing to build multi-threaded relationships across the client’s organization. 5️⃣ 0 Documented Processes: Not documenting how you fulfilled the search, making it impossible to repeat or delegate next time. Winning the account is only half the battle. Building a sustainable system around it is what turns a single client into long-term enterprise value. 📲 Save this post to audit your account management strategy! 🚀 #RecruitingStrategy #AgencyGrowth #ExecutiveSearch #ClientRelationships #ScaleYourFirm
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jeremyjensonhub2
Landing your first major client is huge, but it can quickly turn into a trap if you aren't careful. 🧠 Here are the 5 fatal mistakes recruiters make after winning big accounts: 1️⃣ Doing Everything Alone: Trying to source, screen, and deliver without delegating or building a team around the account. 2️⃣ Discounting Fees: Slashing rates just to lock the client in, cheapening your expertise. 3️⃣ Getting Comfortable & Lazy: Stopping proactive business development because one big client is generating revenue. 4️⃣ Relying on a Single Contact: Failing to build multi-threaded relationships across the client’s organization. 5️⃣ 0 Documented Processes: Not documenting how you fulfilled the search, making it impossible to repeat or delegate next time. Winning the account is only half the battle. Building a sustainable system around it is what turns a single client into long-term enterprise value. 📲 Save this post to audit your account management strategy! 🚀 #RecruitingStrategy #AgencyGrowth #ExecutiveSearch #ClientRelationships #ScaleYourFirm
The reason 90% of recruiters struggle to cross seven figures has nothing to do with market conditions: it is a positioning problem. 👑 Most agency reps act like order takers, chasing low-fee contingency roles and competing against five other agencies for the same resume. THE 3 BILLING TRAPS TO AVOID ▪️ Trap 1: Competing on Contingency Working for free until a placement lands drains your time and destroys your leverage with clients. ▪️ Trap 2: Discounting Your Worth Cutting fees to win business signals low quality and attracts micro-managing hiring managers. ▪️ Trap 3: Chasing Unqualified Roles Spending hours sourcing candidates for clients who have no real urgency to hire. If you want to join the top 1% of producers, stop selling recruitment as a service and start selling it as an executive solution. 👑 🔖 Bookmark this post to audit your recruitment desk today! #RecruitmentStrategy #ExecutiveSearch #TopProducer #SalesMindset #AgencyGrowth
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jeremyjensonhub2
The reason 90% of recruiters struggle to cross seven figures has nothing to do with market conditions: it is a positioning problem. 👑 Most agency reps act like order takers, chasing low-fee contingency roles and competing against five other agencies for the same resume. THE 3 BILLING TRAPS TO AVOID ▪️ Trap 1: Competing on Contingency Working for free until a placement lands drains your time and destroys your leverage with clients. ▪️ Trap 2: Discounting Your Worth Cutting fees to win business signals low quality and attracts micro-managing hiring managers. ▪️ Trap 3: Chasing Unqualified Roles Spending hours sourcing candidates for clients who have no real urgency to hire. If you want to join the top 1% of producers, stop selling recruitment as a service and start selling it as an executive solution. 👑 🔖 Bookmark this post to audit your recruitment desk today! #RecruitmentStrategy #ExecutiveSearch #TopProducer #SalesMindset #AgencyGrowth
Kevin O’Leary is 100% right: the first conversation tells you everything. 🧠 When evaluating a recruitment firm, don't just talk to the owner: look at who is actually running the desk and ask for their key metrics. What is their close rate from job order intake to submittal, interview, and placement? A firm can look extremely busy and still be losing money. The recruiters who build real enterprise value intimately understand their unit economics: cost per lead, cost per placement, and conversion rates at scale. If they can’t break down those numbers in the first 5 minutes, that tells you everything about how they run their business. 📲 Save this post for your next agency evaluation or hiring partnership! 🚀 #RecruitmentMetrics #BusinessStrategy #LeadershipTips #ExecutiveSearch #EnterpriseValue
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Kevin O’Leary is 100% right: the first conversation tells you everything. 🧠 When evaluating a recruitment firm, don't just talk to the owner: look at who is actually running the desk and ask for their key metrics. What is their close rate from job order intake to submittal, interview, and placement? A firm can look extremely busy and still be losing money. The recruiters who build real enterprise value intimately understand their unit economics: cost per lead, cost per placement, and conversion rates at scale. If they can’t break down those numbers in the first 5 minutes, that tells you everything about how they run their business. 📲 Save this post for your next agency evaluation or hiring partnership! 🚀 #RecruitmentMetrics #BusinessStrategy #LeadershipTips #ExecutiveSearch #EnterpriseValue
You didn’t lose your best employee... you pushed them out 🚨 The most passionate and proactive people on your team are always the first to leave a broken system 🚪 Not because they don't care, but because they care too much ❤️🔥 They bring ideas, push for change, and try to fix the problems 💡 And when the system punishes, ignores, or burns them out, they eventually hit a wall and leave 💥 Meanwhile, the people who never cared in the first place are still there doing the absolute minimum 📉 The better someone is, the less tolerance they have for a system that does not deserve them 👑 If you want to keep the best people, create an environment where you foster their greatness, because staying mediocre only attracts more of the same 📊 #Leadership #TalentRetention #CompanyCulture #HumanResources #Management
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You didn’t lose your best employee... you pushed them out 🚨 The most passionate and proactive people on your team are always the first to leave a broken system 🚪 Not because they don't care, but because they care too much ❤️🔥 They bring ideas, push for change, and try to fix the problems 💡 And when the system punishes, ignores, or burns them out, they eventually hit a wall and leave 💥 Meanwhile, the people who never cared in the first place are still there doing the absolute minimum 📉 The better someone is, the less tolerance they have for a system that does not deserve them 👑 If you want to keep the best people, create an environment where you foster their greatness, because staying mediocre only attracts more of the same 📊 #Leadership #TalentRetention #CompanyCulture #HumanResources #Management
When a top candidate suddenly goes silent, sending double texts or aggressive follow ups will only push them further away. 🧠 Elite recruiters do not chase. They use psychological positioning to re engage passive candidates without sounding desperate. Here is the exact framework to use when a candidate ghosts you: 1️⃣ The Takeaway Message: Send a polite final message acknowledging their busy schedule and closing the loop so they feel the loss of opportunity. 2️⃣ The Value Bridge: Follow up with a market update or high impact industry news rather than asking for an update on their job search. 3️⃣ The Mutual Connection Check: Re-engage through a trusted third party or common contact to reset the conversation dynamic. Regain leverage, protect your authority, and get response rates back up. 📲 Save this post for the next time a candidate stops responding! 🚀 #RecruitingStrategy #ExecutiveSearch #CandidateExperience #TalentAcquisition #SalesScripts
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When a top candidate suddenly goes silent, sending double texts or aggressive follow ups will only push them further away. 🧠 Elite recruiters do not chase. They use psychological positioning to re engage passive candidates without sounding desperate. Here is the exact framework to use when a candidate ghosts you: 1️⃣ The Takeaway Message: Send a polite final message acknowledging their busy schedule and closing the loop so they feel the loss of opportunity. 2️⃣ The Value Bridge: Follow up with a market update or high impact industry news rather than asking for an update on their job search. 3️⃣ The Mutual Connection Check: Re-engage through a trusted third party or common contact to reset the conversation dynamic. Regain leverage, protect your authority, and get response rates back up. 📲 Save this post for the next time a candidate stops responding! 🚀 #RecruitingStrategy #ExecutiveSearch #CandidateExperience #TalentAcquisition #SalesScripts
Stop giving away your client relationships for free. 🧠 Most recruiters make the mistake of thinking their product is recruiting. It’s not: the real product is trust. When a client asks for help outside your specific niche, passing them along without a revenue-share agreement is throwing money away. At Encore Search Partners, we paid out $192,000 in referral fees last year alone. How it works: 1️⃣ A referral partner introduces a client outside their niche to us. 2️⃣ We place the candidate and collect the contingency fee. 3️⃣ We split the revenue with our referral partner on every single placement. Monetize your trust, find great search partners, and stop handing away warm leads for 0 return. 📲 Save this post to start monetizing your network! 🚀 #RecruitingStrategy #ReferralFees #BusinessGrowth #ExecutiveSearch #RevenueShare
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Stop giving away your client relationships for free. 🧠 Most recruiters make the mistake of thinking their product is recruiting. It’s not: the real product is trust. When a client asks for help outside your specific niche, passing them along without a revenue-share agreement is throwing money away. At Encore Search Partners, we paid out $192,000 in referral fees last year alone. How it works: 1️⃣ A referral partner introduces a client outside their niche to us. 2️⃣ We place the candidate and collect the contingency fee. 3️⃣ We split the revenue with our referral partner on every single placement. Monetize your trust, find great search partners, and stop handing away warm leads for 0 return. 📲 Save this post to start monetizing your network! 🚀 #RecruitingStrategy #ReferralFees #BusinessGrowth #ExecutiveSearch #RevenueShare
The secret to getting a 100% open rate from executives. 🤫 If your cold email looks like an automated template, it is going straight to the trash. Executives can spot a generic AI blast from a mile away. To stand out in a flooded inbox: 💡 Show real-time relevance by referencing content they shared today. 💡 Mention specific company news or recent milestones. 💡 Keep it authentic and demonstrate genuine effort. The emails that get replied to are the ones that prove you actually did your homework. 📈 #SalesOutreach #ColdEmailTips #LeadGeneration #B2BSales #ExecutiveCommunication
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The secret to getting a 100% open rate from executives. 🤫 If your cold email looks like an automated template, it is going straight to the trash. Executives can spot a generic AI blast from a mile away. To stand out in a flooded inbox: 💡 Show real-time relevance by referencing content they shared today. 💡 Mention specific company news or recent milestones. 💡 Keep it authentic and demonstrate genuine effort. The emails that get replied to are the ones that prove you actually did your homework. 📈 #SalesOutreach #ColdEmailTips #LeadGeneration #B2BSales #ExecutiveCommunication
The best piece of advice I can give you: nobody fully knows what they are doing, but successful people do it anyway. 🧠 This is truer in recruiting than in almost any other business. Nobody launching their own desk or firm has everything figured out on day 1. The ones who build something real don't wait until they feel 100% ready: they start billing, make mistakes, lose a few placements, learn, and keep moving forward. I didn't have Encore Search all figured out at $1M, and truth be told, I'm still figuring it out sometimes. If you're waiting to "feel ready" to scale, that feeling is never coming. Action creates clarity. 📲 Save this post for your daily motivation to execute! 🚀 #EntrepreneurMindset #RecruiterLife #LeadershipMotivation #ScaleYourBusiness #BusinessAdvice
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The best piece of advice I can give you: nobody fully knows what they are doing, but successful people do it anyway. 🧠 This is truer in recruiting than in almost any other business. Nobody launching their own desk or firm has everything figured out on day 1. The ones who build something real don't wait until they feel 100% ready: they start billing, make mistakes, lose a few placements, learn, and keep moving forward. I didn't have Encore Search all figured out at $1M, and truth be told, I'm still figuring it out sometimes. If you're waiting to "feel ready" to scale, that feeling is never coming. Action creates clarity. 📲 Save this post for your daily motivation to execute! 🚀 #EntrepreneurMindset #RecruiterLife #LeadershipMotivation #ScaleYourBusiness #BusinessAdvice
Most recruiters are chasing the wrong version of success. They say they want to build a major firm, but they can’t tell you what they’re better at than 99% of recruiters out there. 📉 Wanting a firm isn’t a talent, it’s just a dream. And a dream by itself builds nothing. The ones who actually scale figure out their specific edge first (whether that’s sourcing passive talent, business development, or training others), then build a company around that exact strength instead of copying someone else’s path. 📲 Save this post to define your competitive edge! 🚀 #RecruitingStrategy #BusinessGrowth #LeadershipTips #EntrepreneurMindset #ExecutiveSearch
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1mo ago
jeremyjensonhub2
Most recruiters are chasing the wrong version of success. They say they want to build a major firm, but they can’t tell you what they’re better at than 99% of recruiters out there. 📉 Wanting a firm isn’t a talent, it’s just a dream. And a dream by itself builds nothing. The ones who actually scale figure out their specific edge first (whether that’s sourcing passive talent, business development, or training others), then build a company around that exact strength instead of copying someone else’s path. 📲 Save this post to define your competitive edge! 🚀 #RecruitingStrategy #BusinessGrowth #LeadershipTips #EntrepreneurMindset #ExecutiveSearch

Jeremyjensonhub (@jeremyjensonhub2) TikTok Stats & Analytics

Jeremyjensonhub (@jeremyjensonhub2) has 12.0 TikTok followers with a 1.83% engagement rate over the past 12 months. Across 94.0 videos, Jeremyjensonhub received 337 total likes and 18.6K views, averaging 3.59 likes per video. This page tracks Jeremyjensonhub's performance metrics, top content, and engagement trends — updated daily. To benchmark @jeremyjensonhub2 against other accounts, use Socialpruf's TikTok competitor analysis tool.

Jeremyjensonhub (@jeremyjensonhub2) TikTok Analytics FAQ

How many TikTok followers does Jeremyjensonhub have?+
Jeremyjensonhub (@jeremyjensonhub2) has 12.0 TikTok followers as of November 2026.
What is Jeremyjensonhub's TikTok engagement rate?+
Jeremyjensonhub's TikTok engagement rate is 1.83% over the last 12 months, based on 94.0 videos.
How many likes does Jeremyjensonhub get on TikTok?+
Jeremyjensonhub received 337 total likes across 94.0 videos in the last 12 months, averaging 3.59 likes per video.
How many TikTok views does Jeremyjensonhub get?+
Jeremyjensonhub's TikTok content generated 18.6K total views over the last 12 months.
Can I compare Jeremyjensonhub with other TikTok accounts?+
Yes. Add @jeremyjensonhub2 to a competitor set with Socialpruf's TikTok competitor analysis tool and benchmark it side by side with any other public accounts on views, engagement rate and follower growth, with history back to each account's first post.