Recruitment Sales training - Taking this down in 24 hours

Welcome everyone. Just going to get everything set up and then we can dive straight in. While I am loading everything up, do you guys mind, uh, dropping into the chat your name and where you are from, just so I can say hello to a few people? Make sure I can see these coming through. Just messaging my team. Okay, we're jumping up. Just over 50 people on the call right now. Give it a couple more minutes. So, okay, share my screen. Let me stop this. Okay, so can I get everyone— welcome, first off, welcome everybody to tonight's training session. We're going to be diving straight into sales training and going into a good chunk of detail just to make sure that everybody can secure as many clients as they possibly can with the highest fees possible as well. So can you all, if you haven't already, drop into the chat and just let me know where you're dialing in from or where you're watching from, along with your name and your location. Just make sure that's coming through on my side. Okay, just going to send a quick message to my team. 'Cause for some reason I can't see anybody commenting. Okay, cool. Okay, cool. So we're going to dive in. So is there anybody on this call who is an employed recruiter? If you are, Type 1. And just want to get a feel for who's on the call. And if you are running your own recruitment business, type 2. And if you are just starting out, type 3. Just to get an idea for what kind of stage everybody's at. Okay, cool. So I want to ask some questions as well, just to see if this has ever happened to anybody. So if you've ever had a client, really good client, good conversation, you feel like everything is going to go swimmingly, and you feel like, okay, this is going to be a really, really good one, I'm looking forward to working with the client, and then they just disappear, they ghost you, they ignore you, something happens where it just doesn't go as planned. If that's ever happened to you, just type yes in the comments. Okay, and if you've ever had a client push back on your fees, like you want to charge 20, 25, even 30%, and they say, oh no, we're talking to other recruiters who are charging less, why should we work with you? And they push back on your fees. If that's happened to you, comment yes. And if you've ever had a client who's basically questioned your expertise, like you might not be like us, where we've got 400+ written testimonials on LinkedIn. If that's you, and you're just unsure, maybe they've questioned your credibility or your expertise, and you've been in a stuck situation, just comment yes as well. And if you said yes to any of those, then brilliant, you're in the right place. And also tells me that I actually clicked on the right link as well this time. So I'm in the right place. Everyone here is in the right place. We're gonna go through all of this in a good chunk of detail, meaning that any client that's ghosted you, any fee that you've had pushback on, any credibility questions, all of these problems are gonna be eliminated, plus a whole host more, regardless of what kind of model you're working with in recruitment. And I think it's worth touching on this as well, because I've heard some people say that, oh, recruitment is saturated, the models are changing, everything is changing, and you know, we can't keep up. It's not, because the biggest— because the demand for recruiters has never been higher. And this is across all regions, nations, locations, even languages. And I want to give one example. Um, 70% of US-based employers, they struggle to fill their vacancies. And I took one for example, the manufacturing niche. Jobs in that niche alone are set to hit 2.1 million by 2030. The people that are needed to fill those vacancies, they just don't exist. If I want to give you a taster or give you a real-life example, if you've ever tried to contact a plumber or an electrician, a plumber or an electrician, and you try to get them at short notice, something goes on, like let's say your, your boiler breaks down, guess what? It's a 2-week waiting list. They don't come around on the same day because that's another area where there's a significant shortage. So this is where recruiters actually come in. So the reality is, is that the demand for a specialist recruiter has actually never been higher. And the real problem is actually the skills gap, more so from a recruitment perspective. So the market is there. What you ultimately need is a way to convert those conversations, and those conversations will convert into meetings, and those meetings are ultimately the sales call, and they're the things that will allow for things to happen. Brilliant. So I want to give you some examples of people, but go back. Ultimately, it means that you've got to follow some principles and a structure, and I want to give you some examples of people who actually followed that structure. You've got Mohammed Adris from Canada, who basically made his first $10K in 70 days and then $30K in 90. Actually did this while working in his full-time job. And then quit and then went to leave his own business. You've got the example of Stijn. I can remember the conversation I had with him, and he told me, he told me that, you know, he's so glad, and, you know, the conversations that he'd previously had with some of his clients and candidates, he looks back at them, and he feels like, actually, you know what, they would have been a complete fluke if we didn't— on reflection, he believes they would have been a complete fluke. You've got the example of Tom, in the UK in the construction niche, recruits across Europe. We've got Kasim who focuses in the tech niche and he's based in the UK. And there's a common theme here, and that common theme is that all of these people, they came from different countries, different experience levels, and different hours that they had available to work on their businesses, but they ended up with the exact same outcome: more placements, ultimately more money. And it was all down to the process that they were following. So now a little bit about me, just in case you don't know who I am and this is the first time that we're, that we're meeting. Then I actually started my recruitment business in 20— sorry, I started my career in recruitment in 2013. It was actually the same year that I got married. I also crashed a car that I was insured on, so I fell into debt and I didn't have a mentor. It's been a wild ride. Um, I sometimes wonder how the heck I'm still married, but I still am. And I eventually got to a point where I hit a ceiling in the business that I was working in, and I wanted to, I wanted to basically continue and expand my career. So I, in 2016, I decided to go and set up my own business, and I actually made my first placement in my first week. And I thought, this is amazing. I'm, you know, I closed 5K in fees on the first week. I thought, I'm just going to do this every single week, and this is going to be a dream. This is abnormal, by the way. I went into a niche that I deeply understood already very well, and I knew exactly what I needed to do, where I needed to work. So I don't expect anybody to make the first placement if you're starting from scratch in your first week, but it happened for me. The real situation actually occurred over the next few weeks, which was I basically made no money for the next few weeks, few months actually. Um, it was interesting because I started in January 2016, properly starting working on the business And in month 4, actually had my first baby due. And I remember it really, really well because I genuinely thought about quitting. And that quitting was this. I thought, gosh, it's quite actually quite emotional, quite remembering this story. But I still remember thinking, you know what, Mohammed Adris, 'You've given this a really good shot. You've got 2 weeks worth of money left. Just let's just hang up the boots for now, and, uh, let's just hang up the boots for now, and we can come back to this a little bit later.' And I remember a given night I just couldn't go to sleep, and it was 1 o'clock in the morning the last time I checked my watch, and I got a nudge at 3 o'clock in the morning with my wife telling me that the baby's on the way. So Talk about piling on the pressure, right? And it was the day that I believe my son came with some blessings. My wife's in labor, um, I'm in trouble because my phone was on loud and I forgot to put it on silent. It was still ringing, uh, it was a client calling me that they were going to make a few offers. Same client actually brought in 20K worth of fees. That same client we still work with today, and the recruitment business now is, uh, we've actually recently rebranded to the UK's most recommended built environment recruiters. We are actually the world's most recommended, we just don't say it because we're not targeting the entire world at the moment. 15 employees, 400 written client testimonials, and I still work in the business today for a decade. So if anybody has ever thought about quitting their business, I have too. There have been moments where I've thought about it. Multiple times. This was one of them in the earlier days, and it happens more frequently in the earlier days. For those of you who are experienced, you'll know. So what I want to show you is this, is I'm actually still involved in my business every single day, hiring, even firing, and the entire recruitment business runs on an 8-stage process. So tonight we're going to be going over it, okay? In fact, we're going to focus on one point, which is the sales process. And the reason why this is the most important is because without a solid sales process, ultimately what happens is that the entire business could collapse. This is the difference between making and breaking the process. Okay, this could be the make or break of your entire business. So we're going to focus on that today. I just want to give you a quick overview as well. Of a business in recruitment. Ultimately, you need to get leads. These are people who may well be interested in your service. You've got to have a conversation with them and get them on a call. And then you lead into a sales call. You also want to onboard them. This is when you agree on the model, the scope, the delivery and expectations. You manage the vacancy, you deliver on the candidate pipeline, the sourcing, the qualifying, you take it through to the offer stage, and you go and place them. That's where you get paid. This is the typical process in recruitment. Now, if you operate a few different models, the first few stages remain the same. I'll be touching on this a little bit later, um, but the sales process still remains exactly the same, and that's stage 3, and that is what we are going to be focusing in on. So I just want you to keep in mind, you could have a full pipeline, you could be in the right niche, you could have amazing candidates, and you can still lose a client or not close a deal. So if you get the sales call right, then everything else becomes a lot easier. And if you get it wrong, then none of the other stages even matter because nothing ever converts. And including the earlier stages, they don't matter either. So while everyone's focused on, you know, building new ways to attract new clients, well, guess what? What about the clients that you already have who could convert now? Leading straight in. So we're going to dive into the training and we're going to make this as interactive as possible. Um, just got a message from one of my team members that, um, comments are not going to be coming through, certainly not on YouTube. So I'm gonna, I'm gonna activate that in a few seconds. But this, what you're looking at, is the structure of every single sales call that we go through. And by the end of the call, what happens is the client doesn't have a choice besides saying, how do we work together? And that's what we're gonna dive into. So let me share my screen and you should be able to see a document. And I said I was gonna build this live and I'm gonna go through it. So we've got a few pages. These are the actual questions that I would ask in any process. Um, before I do that, I'm just gonna activate the comments. In the background because for some reason they can't be done at the moment. So I believe one of my team members, Dan, is on the call and I'm just going to delegate access to him so he can set everything up so I can just focus on what we're working on. So if you guys allow me just a couple of seconds. There we go. Okay, that's done, we can carry on. So, um, uh, Daniel, if you're watching, listening, I've just added you as admin. If you can activate them, that would be really helpful. Fantastic. Okay, so we're going to dive into the core structure. Now, I've titled this right at the top, um, this is a living document. And what that means is that there are some updates and changes that you're going to have to make along the way. Now, for anybody who stays to the end of this call, I'm going to throw in a bonus, and that is I'm going to send this document out. You can see it's privately locked at the moment. I'm going to send this document out on email only to people who stay on the end of the call. And I'm also gonna throw in a bonus. And that bonus is this. This is actually a private one-to-one, 1.5-hour-long private call that I had with a client who wanted to build out their sales process. And we customized it for this particular individual. This is the actual original call recording. You can see it's a Fathom link rather than anything else. I've never shared this publicly before, and I'm gonna send this out to everybody, including all the questions that we have in here. And I'm gonna do my best. Okay, so I'm gonna dive straight in now. Now, the first section, and this is when the client arrives on the call, we're going to rapport. Now, if anybody's been in the situation, what sometimes happens is that you end up focusing on just becoming friends with the client. Okay, and I want to be clear on this. Your clients they don't care about what you're interested in and how cool you are and what car you drive. The only thing that they are interested in, and the reason why they are investing the time in talking to you, is because they have a problem that they believe you might be able to fix. So please keep rapport to less than a minute. 30 seconds, even 15 seconds, even better. How's your week been so far? Good. It's been amazing. Okay, brilliant. I wouldn't even let the entire conversation continue beyond that point. Just literally shut the conversation down. How's your week been so far? Yeah, it's been good. Okay, amazing. Don't even allow them to say the next question or the next word, which is, you know, how's your week been so far? And then next thing you know, rapport goes on for, you know, longer than what it should do. Okay, because immediately, as soon as that's done, Report's done. Next minute, we're going to set the tone. This is what I say. By all means, you can adjust this for whatever you feel appropriate, okay? Um, whatever you feel appropriate. So we're just going to set the tone. Setting the tone just means framing the conversation. Mr. Client— obviously don't say Mr. Client, address them by the name that they have. Um, Mr. Client, the reason why I'm on this call is that And you can enter whatever you feel like here. I contacted you, I saw a vacancy advertised, I noticed you got funding, I noticed that somebody left your team, whatever it is, you mention it there. And I want to make sure that I can fill the vacancy and any others that you might have in the fastest way possible and make your life as easy as possible along the way. By the end of this call, I'll have a clear picture of the problem, we'll make a proposal on how we can solve it, and if for any reason I can't help you, I I'll try and point you in the right direction. Does that sound good? Now, you might notice that I lifted my hand up then and I put my thumb up. It's intentional. It's kind of like a habit that's been grown into it. All I'm looking for is an acknowledgement. They might lift their thumb up. They might say yes. Brilliant. Cool. This entire section has been done in less than 2 minutes. Okay. And now we're going to dive in. To the problems, the pains, and what's going on with the actual client. I'm just sending a quick note to my team because it seems like they have lacking some access. Daniel, if you contact Lisa, she should be able to help you with that. Fantastic. Okay, cool. So still working in the background to get these comments up and running. Okay, so from this section onwards, we're going to dive straight into pains and problems. So we need to understand from the client what their problem is. They are obviously motivated enough to get on a call with us. People don't just do that, and there's a reason why I put doctor mode on here. You have to, have to start acting like a doctor. And I want to give you the opposite example as well. Imagine you went into, um, an appointment with your doctor, and if you have ever been to a doctor's appointment, they skip all of this and they just go straight to this. Tell me what's going on today, tell me how I can help you, what's the problem? Okay, imagine you went into a doctor's office, or, you know, you went to see a doctor and the doctor is now saying, hey Mohammed, how you doing? How's your family? How's, uh, how was the holiday? How's the new car? How's, uh, everything else going? And they start asking you questions about literally everything else but the the problem that you're facing and the problem that you're trying to get solved. You'd instantly be like, the heck is wrong with this person? I need to get this fixed. I've got a problem here that I'm trying to fix. Why is this person trying to make friends with me? Okay, and it almost degrades the credibility that the doctor has as well. That's the instant experience that you would have. The same rule applies to the conversations that you have with your clients. You have to be in doctor mode. So you dive in. Mr. Client, how can I help you? What's the problem today? And I've put two questions here. These are probably the two most questions, two most important questions that you can ask, which is how can we help? And why are you hiring? And you would have seen I've put deeper, deeper, deeper, deeper. And I've put notes here saying why and how, why and how, because we want open-ended questions. We don't want questions where they're just going to reply with yes or no, or a one word. Answer. That's a closed question. Now, when they say, how— when you say, how can I help you today? They're going to say, well, we've got this vacancy, or we've got this challenge that we're trying to fix from our recruitment process, or from a retention process, whatever it might be. And you go in a little bit deeper and you say, okay, Mr. Client, you're looking for this senior project manager. How long have you been looking for? What have you tried? Um, where, where, what kind of places have you tried searching in? Have you contacted your old colleagues? Have you asked your employees for referrals? Have you spoken to other recruiters? Um, have you got anybody to interview stage? What happened at interview stage? Um, what happened, like, why was there an offer made? Was there not an offer made? How far did you get into the process? And you can go deeper and deeper and deeper and deeper into the question. And again, likening this to a doctor, you go into a doctor, uh, doctor's office, and you say, hey, look, my, my leg hurts. They're like, okay, where does it hurt? My knee. Um, does it hurt when I move your leg this way? What about this way? What about that way? Does it hurt if I pull it? Does it hurt if I push it? Is it like on a scale of 1 to 10, how bad is it? The doctor is just asking questions because they're probing and they're trying to define and make sure that they understand in as much detail as they possibly can, that they understand first. This is the stage that we're at. The doctor wants to understand that what the specific problem is. Sometimes they refer you to a specialist. That's why we added in the caveat earlier, if I can't help you, I'll try and direct you. Okay, sometimes they'll refer you, but at this moment in time, we are trying to go into as much deep detail as we possibly can to understand Why this problem even exists? Like, why have they just not been able to fix this themselves? If they can, cool, why have they not done that? Which is the next question. But ultimately, why and how? There's a few more questions, which is how much is it costing you in money and even time by not having this position filled? Now what this question does is it, it brings out the emotion and it brings everything to the forefront of 'How the heck are we going to get this position filled?' It reminds them of all the problems that they've come up with. And you can ask them, 'Who else feels the pressure of this not being filled?' Now, this is an interesting question because the pressure could be felt by other managers, but it's also going to be felt by other team members. This makes the problem worse for them because if they are hiring for a given position and there is— the problem is felt across the entire team, then they have an even bigger problem, which is it could be that the team are going to leave because they are overworked. Recruitment become— all of a sudden becomes an enormous problem. It's not just one vacancy. This has a knock-on effect on the entire motivation of the entire team. Okay, um, I've put two more notes here. Which is if at any moment in time they stop talking, you can just say, can you tell me more about that? Like something that they were referred to in the conversation. And, and I've also put, is that a problem? Because when you've asked somebody a direct question of, is that a problem, people are going to tell you, and your clients are going to tell you things that are genuine problems to them at this moment in time. They're not going to mention something which is not a problem. So you ask them, is that a problem? I'm going to give you an example. Let's just say you're on a call and they've given you an issue to do with the vacancy, and they've also, along the way, they've said that, oh, you know, our HR manager is on holiday at the moment as well. Okay, cool, they're on holiday. Is that a problem? It's like, well, yeah, why? Because they're the only person who has the ability to issue offer letters. Cool. And this brings in a new dynamic to the conversation, which is a sales call isn't just for you to convince the client that you are the best person for them to help you, but it's also for you to check if they are a good client for you. I'm going to hold that thought because I'm going to come back to that in a little bit, uh, in a few moments. The objective of this phase of the sales process is to bring the problem and understand— and bring the problem to the forefront of the mind of the client and understand the urgency behind it. Because once you have a painted picture of what's going on, what the problem is, who it impacts, and how long they've been trying, all of a sudden it's like, oh gosh, we need to get this filled. Guess what? If you might even get responses from clients where they say, you know what, it's actually not that important, we could go another 10 months without this position hired. Now you know why they might ghost you. If you send over an A-grade candidate for their potential vacancy and they ghost you, you know why. It's because it wasn't urgent in the first place. So we need to make sure it's a two-way conversation. Just keep that in mind. So we are still in doctor mode and we remain in doctor mode for the majority of the conversation. And just keep in mind that we're not, we're not going to be allowing two-way conversation at this point. You ask a question, they respond, you ask another question. They respond, you ask another question, and they respond, and you keep going. And that's how this part of the entire conversation goes. Then we move into timing. Again, just section. This is another section. How quickly do you want this position filled? How quickly can you interview for the right person? How much time do you have each week to conduct interviews? You can go even further. Can you give me some interview availability right now? Guess what? This emphasizes urgency. And you, from your perspective, you begin to gauge seriousness. And you can even give examples at this moment in time. You can say, okay, Ms. Klein, let's just say, let's just say we end this call. And once we end this call, I go and conduct a few searches, and within a few hours I find for you an A-grade candidate for this vacancy. How quickly are you going to be able to interview with that person? And they say, oh, well, I'm busy for about 3 weeks. Not going to be able to arrange any interviews. Cool. Is this important for you? Is this as serious as you described earlier? You can challenge them, no problem at all. So what we're looking for from a timing perspective is we want to understand urgency and seriousness, two most important parts here. Next phase of the process, we are going to be checking for approvals and finances. Okay, we I believe we now have some comments that are activated. Fantastic. Okay, I'm starting to see everybody coming through, so drop me your, your names and location again. While I'm going through this, I'm going to be asking some questions, and, um, I'm going to be asking for everybody to like make a few comments along the way as well, and I'll make this a little bit more interactive and, and also provide you with some feedback with your specific situations in a sales process as well. Okay, fantastic. So we are— we go into the approvals and the finance section. So in this section, what we're trying to understand is, are there going to be any financial objections or challenges? Okay, meaning— welcome, Andy— meaning that Is there going to be any problem when it comes to getting sign-off? Is there going to be any problems when it comes to them paying their invoice? If they're going to— like, what are the problems that could come up from a financial and approvals perspective? And if you're experienced in recruitment, you might already know some of the challenges that you've come up with in your recruitment process. So if you've had any specific challenges from your recruitment process, This is where you've got to ask the question, Mr. Client, how— I'll give you an example, one that I've come across. Mr. Client, how good are you at paying invoices on time? And they'll tell me, oh, usually we pay on time, or we have some challenges with our accounts team, sometimes we're a little bit late. Like, how late are you? Because this is going to cause a problem for me. You just tell them, tell them. So Um, welcome Zaid, welcome Mohammed Adris, welcome Rukaiya, welcome Mayne. Good to see everybody, plenty of people from the Midlands. So, um, okay, so this is approvals and finances. Now we're going to dive into the current situation. So this is the next section. Now you want to go into the, uh, situation of what is actually going on, okay, which is, um Are you working with any recruiters? How long have you been working with them? Have you had any interviews that have been arranged? And they say to you, okay, we're working with 5 other recruitment companies. That's interesting. People usually work with 3 or 2 at best. You said you're working with 5. Why did you choose to work with 5 and not just 1? Oh, because the first one didn't really deliver. Welcome Aziz from Barcelona as well. The first one didn't deliver. So, you know, they, they're telling you why they're going to so many different recruitment companies. And we can go in and we say like, what else have you tried? You can even say like, how much do you pay these recruitment companies? Welcome, Ray. Um, how much do you pay these recruitment companies? There's nothing wrong with you asking, what do you typically pay another recruitment company? Because now this already tells you what kind of terms that they're used to. Guess what? If they say, guess what, we, we never go above 12.5%, Absolute— I've never done a placement at 12.5%, by the way, just for the record. But anyway, someone says we do 12.5% or we work at 10% with our recruitment companies, and this is your moment to say, Mr. Client, are you open to some feedback? Can I give you some really honest feedback? Like, sure, no problem. Nobody says no to that. Okay, welcome Omar as well. Now, are you open to some feedback? And they'll say, yeah. 'Cool, can you give us some feedback?' I was like, 'Mr. Client, I have a feeling one of the reasons why you're struggling to fill this vacancy is because you're not paying your recruiters very much.' Like, you've just told me that this is a serious problem, it's urgent, it's costing you, you're losing money for not having this position filled, and now all of a sudden you're telling me that you don't want to pay more than that? Like, this is a $100K or even a $300K problem for you, What's going on? So you end up, you end up having that conversation and you can be a lot more direct. Again, the whole challenge or the whole goal here is to probe and to understand the potential challenges. Okay, then we move into the next section. Mr. Client, what happens on the other side? Like, what if I have an ideal candidate? What happens if the candidate that I have meets your expectations from a software industry and even project experience and even a salary perspective? You go into this in more detail. In fact, you even ask them, what are your expectations? What kind of candidate are you looking for? Now here's where becoming a niche specialist makes a wild difference, because you're going to have an idea. You're going to have an idea for what are the things that are realistic in your given niche. So it's so important to be an ultra-specialist niche recruiter, because if you are not, then guess what? You're jumping and hopping between 3 or 4 different niches. And if you can actively provide clients' feedback on their expectations for a given vacancy on a call live, guess what? They will appreciate you, and they even recognize your expertise. Because I'll give this example, and I want to make sure this is, this is relatable. Um, you meet someone for the first time, and maybe it's in a coffee shop or wherever you meet people, and they say, guess what, um, you know, you do the small talk, you know, where are you from, what do you do, etc. And while you're talking, they follow up with the questions. Oh, you know, I work in recruitment. And they say, what CRM do you use? That question gives away something about them. It tells you that they have some expertise, because nobody is asking a recruiter what CRM they use. So just like in your specific niche, there are questions about the specific vacancies and the situations that they're in that you as a specialist recruiter are able to ask questions around, and an expert is only able to ask those questions. Keep that in mind. So, and you can even ask them, how many rounds of interviews do you usually go through? You can ask them about their interview process. How long does it take for you to give feedback? How long does it take for you to get offer letters out? How many rounds of interviews do you need to have? All of these things are important, and it gives you an opportunity to provide feedback to the client, to say, Mr. Client, I think that's going to be a problem. We should be open to feedback, and you can keep pushing back just to make them, make them behave that you would want them to behave, ultimately helping you help them. Okay, then we go into the next section. What have they tried previously? Now, I know I addressed this earlier only because the question came up and I was in full flow from, from a memory perspective, but why have they tried previously? Have you tried filling the position yourself? Have you used other recruiters? Have you got an internal recruitment team? Have you spoken to other external recruitment companies? And what you're trying to understand here is that you're trying to scope out all the different problems that they have experienced and the future problems that you could encounter along the way. Now, I want you to keep this in mind. Someone just asked the question, is this a Zoom scenario or if it's in person? It actually works both ways. So it's even better if you can do it in person, but a Zoom scenario works fine. I have taken a printout of this exact document with me, and I've used it to make notes as well. Not a problem at all. And you can do that in a Zoom online call and so on. So, um, at this moment in time, I want you to understand what's happened before we go into that last bit at the bottom where it says confidence check, because you've already built the confidence. If you've gone through this in detail, you've skipped making friends, you've set the expectation for the conversation, You've gone deep into the problems that they're facing and having because of this. You've now filtered out the serious clients. You understand that it's urgent for them. They need it fixed as soon as possible. You know that they're going to pay you on time. You know how much they will pay you, or how much they're prepared to pay other recruiters at least. And you know how important it is. You might even know how much it's costing them. Um, you'll understand what they've done so far. Um, you'll understand what their ideal situation is. Just by all of these questions, they already have built confidence in you. They will build confidence in you. Okay, so this is another section which is a confidence check before we go into explaining how recruitment actually works or how you can actually help them. So you do a confidence check. So, Mr. Client, uh, before I go and talk through everything and how it works, how confident are you that we are the best people to help you with this? Ask them that question. If they say, on a scale of 1 to 10, they might say 1, they might say 10. If they say 1, it's like, okay, cool, why did you rate us with that number? Ask them the question and say, well, maybe because we've had really, really bad experiences. Cool, like, you've had bad experiences. Does that mean you're definitely going to have another bad experience? I'm really sorry to hear that you've had bad experiences. Okay, um, if they say 10, then you know that they really like you. It's a good sign. Okay, and you want to follow up even more. Is there anything that I've missed that I should know, um, about this vacancy? Ask them that question. And if there's anything that you have missed, then guess what? They'll, um, they'll explain it to you there and then. And the goal here of this section, which is the confidence check, you're basically preempting whether they're going to work with you or not. Because earlier on, you would have checked off, okay, this client is very responsive. They will— they're going to interview very quickly. They're going to provide me feedback quickly. They're going to issue offers quickly. This is everything that recruiters want. They're, you know, their niche, you know, the way that they operate is it shows that they're serious. They're going to move really fast. They're going to book interviews really fast as well. And HR is super responsive. They're going to issue contracts really fast for you. At this moment in time, you've already got a picture painted of all the challenges and problems that you're going to encounter as part of supplying for this client, and they have a level of confidence in you because of the quality of questions that you've asked. Amazing. Now we're just doing a confidence check. Based on how they answer this, you've already closed them, irrelevant of what you pitch. And I mentioned earlier that there's a few different models in recruitment that people work to, so I'll put output models here. Doesn't matter— is it contingency, retained, RPO, staffing, temp, even offshoring, contract workers— whatever you supply, however you supply it, it doesn't make a difference. Because at this moment in time, if you genuinely care for the output of your clients and the results that they get, then guess what? It doesn't matter which model you operate. Only— what only matters is that they believe that you have the ability and you can actually help them fill their vacancy. That's all that matters. How you pull it together doesn't matter. They just know that you are able to do it. So there's a couple of other dynamics that I haven't addressed so far, okay? And that is the structure and the delivery of this. You— your explanations have to be super, super short, okay? Um, meaning that whenever you come to this section and you're saying, okay, Mr. Client, 'Based on what you've told me, I think we should— I believe the best solution for you is going to be a retained solution. I believe the best solution for you is a contingency solution, or the best solution for you is an offshoring solution.' Whatever it might be, you are in a position to say, 'Mr. Klein, I believe this is going to be the best solution for you. Is there any reason why you wouldn't want to do this?' Cool. The, the natural question is going to be, 'How does this come together?' So explain it really shortly. Well, Mr. Client, if we work on a retained basis, then I'd need to have another meeting with you to scope out everything in more detail. I would charge you a portion of the fee and the anticipated fee on commencement, and then we would get going and we'd phase out the other stages. I can discuss that with you in more detail. If they say, okay, cool, well, let's get this going on a staffing or a unit temp basis. Okay, cool, Mr. Client, let's 'Let's do our best to get this filled as quickly and fast as we possibly can, get you some CVs and even book in some interviews.' So, um, and you can do a double confidence check at this point as well. So this one, I'm going to emphasize this, this is optional because if they've already given you a 10, then it doesn't matter. Okay, um, you send over terms, you arrange that follow-up call, and that's it. Now there's a couple of things I mentioned here, um, now that I can finally see the, um, the comments. Does anybody here use pre-sales assets? Can you just comment yes or no if you do or don't? Looks like a few people coming in. What about post-sales assets? Okay, that's interesting. Not many people are using pre- or post-sales assets. That's interesting. Okay, um, I'll circle back to that point a little bit later. Now there's two other things I didn't touch on during this conversation. There is the feedback and there is resistance that you might come across along the way. Okay, um, meaning that if at any moment in time the client says something that you don't agree with, or let's just put it this way, you don't like, or there is something that you believe is going to cause problems for you, then you have every right— and this is at every single stage of the journey— just to pause for a second. Mr. Client, address them how they would want to. Don't call them Mr. Client, address them as, you know, let's say Mohammed Adris. Mohammed, um, you said to me that you take 3 rounds of interviews every single time. 'You open to some feedback on that? Because I see some problems coming up.' 'Yeah, sure, no problem.' 'Could we reduce that down to one? Like, what's the purpose of all three interviews?' Cool. You can have these conversations at every single stage of the journey to do with terms, to do with their feedback, to do with the problems, to do with arranging interviews, how quickly they come back. Like, every single stage of the journey, you are not only convincing them that you're the right person but they are also convincing you on whether they're a good client to you or not. Fantastic. And your, your body language and tone is like, it's kind of difficult to do this unless we are live on a call together and I can actually review some calls, but ultimately you want a level of authority and you need to be reasonably relaxed as well. Again, doctor situation, talk with confidence and you've got to be relaxed. Like, can you imagine going into a doctor's office and the guy's like absolutely full of energy and they say like, yes, my friend, so happy to see you here. Tell me what your problem— if a doctor responded to me like that, I'd be straight out the door. So I don't know if you would. So you have to be authoritative and also relaxed at the same time. And that's the way that you want to behave. Now, I've put this together as well. And I want people to look over this. What I described throughout this call was, was actually the client side of the sales process. There's also the delivery aspect, meaning that once you've closed a client and they're happy to work with you and you carry on working— I've done my best to list some of the problems off memory that have come up along the way from the candidate's perspective. So you go to take a qualified brief, the client doesn't want to meet with you, decision maker is not involved, and, or sometimes you get feedback like, oh, I just don't like the CV. I mean, what am I going to do with that feedback? I don't know what to adjust with my search. Okay, um, they start to ghost you, or they just tell you to stop sending CVs randomly. The client, you know, these are all problems that could come up. Every single problem that could come up, either in the sales process, the delivery process, the invoicing process, the referencing stage of the journey, every single one of these questions, they can be reframed as a question in the appropriate section in the sales process. And that's why I call this right at the beginning a living document, because this document doesn't die. Every time you encounter a challenge or a problem, either in your recruitment process, whenever you encounter that challenge, then the only thing that you have to do is rephrase the question so that you're able to understand how you can actually fix it going forward. Like I mentioned earlier, the sales process isn't just for you, as a recruiter is also— sorry, it's not just for you to convince a client to work with you, but it's also for the— for you to understand if the client is a good client for you. So, um, this is a document that I'm going to share with everybody. Um, in fact, I want to ask some questions as well. Um, I want people to tell me some specific examples. I'm going to continue with some of the things that I'm sharing, but I want people to provide me with like specific examples, either during the sales process, challenges that they've had that maybe haven't been addressed so far. So I can make this customized for you. And I also want to ask for questions for any problems that they've encountered during the delivery process, which probably could have been addressed earlier on. Even if they can't, just let me know in the comments and I'll circle back once I've, once I've seen all the comments coming through. Okay. So I want to, I want to touch on what's actually happened so far as well. Um, what you all have so far is something that I'm going to say most recruiters don't have, certainly most recruiters in your market don't have, which is a really good call structure for, for running a client call. So I just want to ask this question as well. If you were to go on another client call, which is a meeting with one of your clients, maybe it's tomorrow, maybe it's next week, and you had this call structure in place, tell me if you believe that you'd be able to do better than what you have done in previous client calls. And then also tell me how much one deal, one placement, or one contract is worth to you. You? Tell me, tell me that in the comments. I'm going to circle back to those points as well. So I want to explain to you what we gave you tonight as well. So the framework is in 9 stages. It's a sequence. It's the exact process that we run on client calls. And this is what has been built so far. This is the sales conversation that I kind of wish I had right at the beginning as well. Now I also want to touch on what I couldn't tell I teach you today. We focused on stage 3. This is the sales call. And the reason why this is important is because this is— this basically has a huge impact on downstream for the recruitment process and upstream as well. Meaning it doesn't matter how many leads you have, doesn't matter how many cold calls you make, if you can't convert them on the sales call, nothing else even matters on the business. But just keep in mind, I only focused on stage 3 of the recruitment process. What I didn't do is talk about the other 8 stages because every stage— I'm seeing some of the comments, some people are saying that, you know, we struggle to get past gatekeepers, we're cold calling and, you know, we're not able to get through. Yes, it's a lead generation problem. There may even be a lead conversion problem. Someone's saying, yeah, like, you know, they'll be confident more with their client calls and $20K is the fee that they'll be working to. So look, there's other 8, there's another 8 stages in the recruitment process. And every single one of them has the same power to either make or break your entire recruitment business. So even if you have the best sales script, or process to run through, well, like a few of the comments are saying, if stage 1, the lead generation and the conversion mechanism is not set, then tonight's framework or even sales process never gets used. So even if you have a— then the closing call for a client, this is just the starting point. There's another process for what happens 48 hours later, which is the onboarding call. What happens with fee disputes? What happens with misaligned expectations, broken relationships? All of these closing problems, some of them come from an onboarding stage, and we haven't touched on stages 4, 5, 6, 7, or even 8. So every single one of these stages, there's going to be a moment that you will experience these challenges. And what that means is, there's going to be times where a candidate says something, and you just, you just don't know how to deal with it. There's going to be times when a client says something, or even you've got a meeting to prepare for, and you have no idea how to prepare for it, or you don't know what the solution to it is. Well, in these situations, regardless of whether you have or don't have a script, then you have to face those challenges in real time and make the decisions alone, all under pressure. And it happens, but you'll be lost. And I just want to pose the question: what if you didn't have to do it alone? What if the next time that you had a situation or a problem that you actually had a place where you were comfortable enough asking a question, meaning that this basically changes the entire experience of building a recruitment business. I mentioned to you earlier, there were times where I felt like quitting. Guess what? You might feel like that at some point too. You might be experiencing it right now. Well, the place where you can ask those questions, it actually exists. Because when I was building my own business, ResponseOnGlobal, none of that existed. I didn't have anybody to call. There was nobody that I could turn to. There was nothing that I can support— ask for support. I was— it was me, Google, and YouTube, and then my phone and my laptop, and that was it. And there was a room that I wish had existed, so I decided to make it. It's called the AI Recruiter OS. So I just want to give you a bit of what this is. It's a private community for recruitment agency owners who are serious about building a modern recruitment business. Every week there are calls with me. You can message me. Um, we work in this room. This is the place where deals get closed and real problems get solved. And I've kept it really small on purpose. There's only 48 members. Just keep— from those 48 members, 5 of them are my own team members, including me. So it's a small group. And the reason why I've kept it small is intentional, it's deliberate. It's because I only want serious people in there, people who genuinely want to grow their business. And that's what I've had to watch throughout the entire process, which is people growing their businesses. Give you the example of Dani. Here we go, first placement came through. Give you the example of Raquel. You might have seen her video, 4 placements in a very short period of time. She joined in February this year. Give you the example of Cheyenne, who actually bought a course traveled along with it for a few years. And then, and then, you know, if you watch his video, he'll tell you that he kind of wishes that he just watched my YouTube videos. And got the example of Cam, 23K in fees, no previous recruitment experience, took him 4 months. We've got Jared celebrating getting his first interview. And this is, this is from 48 members. So just keep that in mind, which is if It's a very small group, and all these results come from just 48 members. It's where people get unstuck, and the results just come through quicker and faster. And I want to extend an invite to everybody on this call as well. And I want to explain to you what happens on the inside. You start off, you get a personalized onboarding and a 6-month plan. It's a one-to-one call with me, and we go over your niche, your market. We validate everything. So if you're unsure about your niche, we will go over it. If we unsure about your lead generation process, your client conversion process, all the 8 stages that I've mentioned, we'll make a plan based on your skills and so on. Just making sure that there are no wasted months or even guesswork that's taking place. And we record all the, all the videos as well. So you're gonna have training videos for all 8 stages of the entire journey. You will have weekly group calls with me, not anybody else. You're literally speaking to me. I'll be there to make sure. And the community is 48 members. I mentioned to you earlier, Raquel's in there, Stein's in there, all 48 people. So if you are stuck, maybe it hits 11:00 PM or you're having a late night and you're stuck with a question that you can't seem to answer for whatever reason, well, you know, there's a group where you can pose that question, and that is this one. And it contains all the proven tools, templates, and scripts I use in my own agency, and they're the kind of numbers that we generate. And basically everything is in there that you could possibly need for every single of the 8 stages that I mentioned earlier. And you also get accountability. We track your progress as well. My assistant supports me with that, so you'll be getting messages from her and maybe even getting on some calls with her as well. And ultimately, we want to make this a place where everybody finds a level of success. And Tom, he basically said it to me directly. For those of you who've seen Tom's video on my YouTube channel, he said it like I needed accountability and he needed somebody to lean on. And that's one of the reasons why we built this. So I want you to be aware, I want to keep you aware. I've kept this group small, so I'm extending an invite only for 5 people, only 5 slots. And the group is 48 for a reason, because I'm just not growing it, and I want to keep it personal. Everyone's working with me, that's it. So if you are thinking about joining, I don't want you to sit on this and wait on it. I'm gonna leave a link in the chat, or someone in my team will drop the link in the chat, um, so that you can book in a call. And that call, we will go over everything. Now I just want to be direct with you because I've seen a couple of questions about cost as well. It's not free and it's not cheap either. It's 12K. I'm, I'm just not going to bury that or just pretend that this is, um, this is expensive. So, um, you know, that, that is what it is. So let me put that into context. I saw some of the messages earlier. 20K fees is what some of you are dealing with, 8K fees, 12K fees even. So just ask yourself the question, it's, it's one placement fee that would make all of the difference for every single 8 stages of your journey. So if today's call hasn't helped you feel more confident about you closing a client, then that's going to change everything from here on. So, um, I just want you to think about this: one placement, 20% fee, assuming you charge 20%, $60K salary is $12K. Okay, so it's one deal, one client. Okay, so I just want to say this as well. I can see all the comments as well coming through. So this isn't about filling seats. This is about building a room where everyone is executing to a very high level. And when the investment is real, the commitment is also real, and people with skin in the game, they make sure that they make it work. Everyone behaves very differently, and I'm sure you can see the results. They speak for themselves. Alan, based out in the US. Paul in the UK. Tom, also in the UK. Hong, also in the US. So for those who are serious but need a level of flexibility, then there are some payment options that are available. There are some payment options available, but I would, I would want you to be honest. And this isn't a case of, yes, we offer discounts or we defer payments or anything like that. This is for people who are serious about doing this, then we can provide you with a structure to make sure that you get the best out of this. If you're not serious, then just don't bother, don't bother booking it. So for those of you who are serious and just need a little bit of flexibility, we can support you with that. But my commitment to you is to make sure that you see results. I have given refunds, I have given refunds for people who haven't seen results. I want to be transparent as well. If that result is as a result— if, if the reason why you didn't see a result is because you're Lacking commitment, time, execution, struggling, not asking for support. I'd prefer not to, or I would rather continue working with you because I want to have a level of maturity and seriousness in this group. But that said, I've said I have. So the next step is basically a single conversation. There is a link in the group, um, for anybody to book in a call. And like I mentioned, I'm only working with 5 I've kept this group deliberately small, and that's because I only want serious people in there. So you'll see the link in the chat, feel free to go through it. And I want to go over some, some questions, some questions that I've, uh, common questions I'll get. Imagine if anybody says, well, you know, I don't really have much experience, is this right for me? Well, uh, Mohammed joined with no recruitment experience, and he's not the only one. So did Raquel. So this isn't just for experienced recruiters. If you've been burned by coaching programs, guess what? I have as well. I've spent money on, on places that didn't deliver to me the result, um, except the difference here is that you're working with somebody who is running the business right now and life. So I'm not somebody who left recruitment or sold my recruitment business or exited it 5 and 10 years ago, and now I'm trying to teach you something that's a decade old. No, we're actively involved and we're growing a team. I'm not solo operator anymore either. You might want to be that, but that's not where this is coming from. So, uh, we do have— I have a limited number of hours available. Some of you may or may not know, I have, um, a special needs child, so I appreciate the time constraints. And that's why I can say that even if you have limited hours available, you can make this work. Like Tom, who had to basically take care of childcare, and he was dealing with that and sharing the responsibility with his other half. So time constraints is not an issue. Mohammed Adris, even he, he started this while working his full-time job. And if you're asking if, you know, is, you know, will I be able to support you with your niche and in your country, well, look at all of the examples from the UK, US, Canada, Australia, South Africa, Belgium, France. I'm literally French-speaking niches as well. These are all places that I have supported people. And if you genuinely cannot afford the investment right now, it's okay. There are payment options available. So keep in mind that one placement is what it takes to cover the entire fee. And again, if you have challenges from a financial perspective, I I'd want you to bring that in an honest way to the call and we'll be able to address them. So just book in the call and if we can be flexible from a payment options perspective, we'll make it work. The most important thing is that you're serious and you're committed. Common question that I get is how long before I see results? 60, 90, and 100 days is the sweet spot. Raquel, I mean, she did 4 placements in 3 months. I have a feeling she set a record there, but, um, is she the fastest person? I have a feeling she is, but either way, she set a record. Um, probably the quickest one. The slowest, there's some that have come through a little bit later as well. So, um, here's where we are. You've come to this call, we've gone through the 9-stage sales framework that we use all the time. The call has cost you nothing, and the call that you're going to book in, it costs you nothing as well, nothing to commit. So what I will— what I do— what I do want to do is I want to be really honest with you, and I'd appreciate if you were honest with me as well. So when you do book in a call with someone in my team, please just be as transparent as you possibly can. And this is no joke that I'm not taking on more than 5 people. Once upon a time, I said that I wouldn't take the group past a certain number this is the limit. I'm literally at the limit right now, and I'm not prepared to grow it any more than this. So if this is for you, please don't sit on this. Book in that call. You'll speak to one of my team. It's not pushy. We just literally explain to you how things come together and make sure that you're a good fit for us and we're a good fit for you. If we agree, we'll move forward. If we don't, it's cool. Just as long as you're transparent and you're honest and you're serious about this. So I want to open it up for any questions that anybody has. So I'm going to go over some of the comments referring back to the sales script as well, and I'm just going to scroll up. Let me have a look at these. Okay, so So, can you do an IOU? Um, depends how much I like you. Depends how much I like you. Um, for those of you asking about the sales script, you will get it in an email for those of you who stayed until the end. Um, And so Hamza, you joined towards the end, so you're missing some context. Um, how do you generate leads? Again, stage 1 as part of the process is something that we support with. Um, is it different in healthcare? Um, is it different in healthcare? Um, this is a good question. Um, sorry, I got distracted by another comment there. Um, no, it's not. The healthcare niche, uh, works in a near identical way, meaning that the sales process remains exactly the same in every single niche. And that is this, is that when you get to any meeting with a client, then you will be able to speak to them in great detail, meaning that you speak to them, you have the rapport section, you qualify the call, and you explain to them why, what you're doing on the call, and you go through their pains and their problems. The structure remains exactly the same. The only difference is what niche you're focused in on and what you're supporting with and how you're actually helping them support the business. So I hope that answers your question. Um, someone sent me a message on LinkedIn and wants me to get a reply. Guys, just keep in mind, um, every single one of my inboxes is supported by my team, meaning that if you send me a message on any platform, it's not 100% private. So I'll take a look at some point. Okay, some problems. Somebody has an in-house recruitment team. Okay, so it's actually a good question. If you are in the sales element and you have a call with somebody and they say, hey, look, we, um, uh, we have an in-house recruitment team, then your question is going to come up. That point is going to come up as part of the process, meaning that you say to them, hey, Mr. Client, you've, you've got an internal team. What have they produced so far? Why are you still talking to me if you already have a sales team or even an internal recruitment team? What would you like our help with? So, and if they have a PSL, same thing. Like, Mr. Client, like, you know, the PSL that you have in place, you know, why are you still talking to me if the PSL you have in place, like, is it because the PSL isn't performing? So again, every single one of these things that I'm seeing, PSL in place, We don't use agencies. I think the we don't use agencies doesn't come up on a sales call. It more likely comes up when either you're cold calling or you're trying to get through to a client. So it's a different stage. Who here is closing clients? Okay. No, no, no, no. Okay, cool. I think I've addressed a good chunk of questions. I'm curious if there's anybody here who I'm actually working with at the moment who ended up joining the call. So, okay, cool. Yeah, we don't use— if somebody says we don't use agencies, that question is gonna come up earlier on in the conversation. It's not gonna come up on the sales call. You're probably gonna get hit with that before you end up on a call. So Um, let me see, are there any other questions that either I have or haven't addressed on this call? Just gonna make sure I am seeing everything. So where is it gone? Someone said that their sales calls are rushed. Okay, that is actually an interesting point. If you feel like you are on a call and you haven't got the time to, and you haven't got the time to complete all of your questions, you can have another call. So this just requires a level of emotional intelligence. So if you're on a call and it's lasted for an hour and now it seems like you're running out of time, it's cool. You can say, Miss Client, I just want to go over things in a little bit more detail. So in terms of refunds for our terms, the tip, what we typically do is we offer 100% refund guarantee for 3 months. So some people might tell me that that's absurd or you shouldn't be offering that, but we also use it as a leverage play to charge more. So, so I think there's a question about how do you get past the gatekeeper. Gatekeepers you typically get hit with, gatekeepers you typically get hit with if you're cold calling. It's not my primary method of outreach. So cool, someone does warm outreach first and they don't bother with HR. Cool, if that's working for you, use it. Some people are asking some specific questions about does this work for specific niches. Um, bring those questions to the call. We can be so much more detailed on a call. Um, If you had to start a niche today and pick a niche, would you niche down within accounting, finance, or construction? In fact, I'll answer that one question because, um, some people saying that they— once I shared the price, they might not be able to afford it. Look, it's cool, you can book in a call with the team and we can talk through some payment options. Um, someone's asking me about specific niches that I would choose. And I will, I will stop taking Q&A calls, uh, Q&A, uh, questions after this point. Um, the only regret that I have with my niche, and I actually do have a regret to do with my niche, is that I wish I picked a niche that pays more. Because typically in recruitment, we're charging a percentage of a given salary. I wish I picked a niche that was $500K salaries or $1 million a year salaries, $2 million a year salaries even. Because it's going to require the same amount of work for me to secure the client, get the vacancy, bring in the candidate, and do the work. So it's the same amount of energy and effort. I just wish I picked a niche that just pays more. Like, I'm— your, your niche is one of the biggest determining factors, which is actually the first thing that we go over. I'll go back to one of the earlier slides that I was touching on earlier. Um, On our personalized onboarding call, this is what we do. We scope out the actual niche. There have been people who may be on this call and, um, I've had conversations with, and we would say they'd come to the idea like, you know, I really, really want to focus in on this particular niche. And then throughout the conversation, we come to realize actually it doesn't meet all the criteria. We want to look for a niche that has a structural deficit. That is the key thing that we look for, a structural deficit. And there's a few other checkpoints that we go over as well, but one of the first things that we do is we make sure that the niche is validated. So if I were to start all over again, I just pick a niche that pays more, because the demand in your niche and the specification in your niche and this what the salaries are, these are things that you don't fully have control over. Like, you can't create demand for a given niche, okay? So if I could pick a niche that had more demand and higher salaries then it just has a natural impact on the rest of the business. And this is irrespective of white collar or blue collar. So, um, I think some people are favoring blue collar. Um, there's, um, I think everybody has a choice. You can go blue collar or you can go white collar. Um, me personally, we work in, we work in a niche which is somewhere between blue and white collar, actually does a little bit of both. So I just want to quickly recap on this. So some of the questions that are coming through: a personalized one-to-one onboarding call, a 6-month plan. We check your niche, we make sure that you're heading in the right direction, and there's no guesswork and there's no wasted time, nothing that you're confused about as well. Um, you get all 8 stages training videos explaining every single one of the 8 stages to make sure that everything is heading in the right direction. And along the way, there will be some questions. You'll have the group and you'll also have calls with me. I'll be supporting you through the entire process. So if at any moment you are stuck, well, you shouldn't be stuck. You have a place where you can come to. And you also get the community, 48 people. Some of them are me and my own team members. So it's a very small group. These are all people, including Raquel, including Stein, they're all inside the group. Okay. You get all the proven tools, templates, and the scripts to generate for you results, and you'll get accountability and progress tracking. So, um, I've mentioned this before. I mentioned that there's a fee on the payment plans. So I've touched on questions. I believe I have covered some of the problems that people have mentioned. And, um, Interesting comment. I actually don't sell a course, so I don't know if there is more money in course selling than recruitment, but I can tell you this much: I make a lot more from my recruitment business than I do from this. So, um, that is everything from the presentation that I had prepared, and I think it's worth just sharing some of the— in fact, I'm gonna, I'm gonna share some links as well. Maybe even in the chat. I'll give you some examples for those of you who haven't seen some YouTube videos. If you go on to my YouTube channel, there is a playlist called Case Studies. Or in fact, if you just go to the video section and you look at the most recent one, um, there's not the most recent one, the one before that, the one before that. There's, there's an example of somebody who had a good chunk of the questions a good chunk of the questions that I'm seeing pop up on here. And I just want to give you the example of somebody who actually went through the process, and it's worth watching those videos. Now I've got a few of these videos, feel free to watch all of them if you need to, um, but I want to give you an example of somebody who's actually been through this process, and I'm going to give you the example of Stein. So let me share my screen. I'll show you who I'm referring to. So this is, this is my YouTube channel. This is the video I'm referring to. Um, he did 100K in 4 months. Again, I don't want to say this is the norm. He definitely set a record, but it's not unrealistic. And I want to give you his example as well. He actually started in recruitment a few years ago. He did 6 months, realized his potential, and then decided, you know what, I'm gonna go and start my own business. So he went to start up his own business and he struggled. Well, he actually did got some success and then he struggled for the best part of a year. And I went through it in that interview with him. And he said there were plenty of moments in time where he felt like quitting. So he didn't quit, he carried on going. Eventually we spoke, and if you go through his interview, he will explain to you that, guess what, it was his— the impact that it's had for him has been life-changing. So I hope you will experience the same thing. So I've got A comment from, I think the name is Sunush, possibly an abbreviation username. I watch all of your videos, they're outstanding. I appreciate the compliment. So, and Josefa, appreciate you being honest, but yeah, bring that conversation to the meeting and then we can go over everything. So, okay, I'm gonna wrap up here. Um, somebody's already watched Stein's video. Watch it again, man, watch it again. It's a, it's, it's, uh, it's a really good video. So let's, let's catch up all. I hope to see you, many of you, on a call very soon. And feel free to address and direct all of your questions, comments, the things that you're thinking of, to the calls that you have booked in. I can see there's Um, looks like 8 people have just booked in, so I can see 8 of them anyway. Um, everyone's welcome on this call. So for those of you who have stayed to the end, I will send through some emails and it will— I'm just going to polish up this document, make it look a little bit nicer. I promise you I'll send it to you along with an example coaching call as well and, um, go through everything. Sanush, I'm assuming that's your name. Hopefully I'm getting it right. Big fan of I appreciate you, uh, appreciate you following along, and I appreciate you get value from my content. Um, appreciate the love and support, getting some very kind comments. And, um, I don't know if I should start blushing at this moment in time. So either way, it's, uh, it's been a pleasure having you all. Hope you've all enjoyed it. I'm glad we managed to make it active, and I've already had a few bookings. So again, um, if those 8 come through. I don't think I've got enough spots for all of them already, so for now I'm gonna leave everyone to it. Um, some of the, um, yeah, someone's asking, 'Goend, what's happening with the doc?' It will be sent out to you on email. Um, for now, please continue to enjoy the rest of my content, and, uh, hopefully we'll, we'll do this again another time. It looks like lead generation is a, is a challenge. If you want that fixed sooner, then book in that call. So good to see you all. Some familiar names that I recognize in here as well. Maybe I've seen you in the comments or inside my school group, and I look forward to catching up with you all very soon. Take care everyone, have a good evening. That link one more time in the chat, and we'll take care for now.