Welcome to The Hero 🗞️. This is approximately a 3-minute read.
🔍 Why 90% of recruiting fails (and how to fix it)
📩 The 150–200 candidate benchmark for competitive roles
💡 The six-stage system that turns chaos into predictable hires
🔥 FREE Recruiting Stack: https://impartial-money-fa9.notion.site/Recruiting-Stack-3179112c6a1f80fca98df76d6e51784e
TL;DR
Fix your system and "impossible" roles become fillable.
150 - 200 targeted candidates creates motion - not 1,000 spray-and-pray contacts.
Speed + low-friction CTA beats clever copy every time.
🚨 The Problem
Most hiring teams are just praying their way through recruiting.
One week: “Candidates are moving.”
The next week: “Market’s are frozen again.”
You post the same role, change nothing, and pray harder 🙏
Here's the reality:
If your role is competitive - good title, fair compensation, clear scope - everything else is just mechanics.
The questions you need to be asking, are:
Who did you contact?
How fast did you respond to their reply?
Did you follow up consistently?
Did your message actually land in their inbox?
Did your CTA make it easy to say yes?
Recruiting isn't mystical.
It's measurable - and should be predictable, if you build a real system.
The full breakdown is just below - don’t miss it! 😉
Links of the Day:
🔗 Best Links
Here are some of the best links I’ve found since last time I emailed you:
🗺️ Interview Strategy
How to Be a Good Interviewer (link)
Interview Best Practices: How To Train Hiring Managers (link)
🔎 Passive Candidate Engagement
Passive Candidate Sourcing Made Simple (link)
How to Target Passive Job Seekers (link)
🧑💼 DEI in Hiring
DEI Doesn’t Lower Hiring Standards — Here’s the Data That Proves It (link)
✅ Job Description, Job Posting & Onboarding Templates
How to Write a Winning Job Offer Letter [6 Templates] (link)
The Essential Employee Onboarding Checklist (link)
📊 Your Recruiting System
Teams don't lose because they can't find people -
They lose because their system is broken.
❌ Deliverability is shot
❌ Candidate lists are too generic (not the right fit)
❌ You stopped following up after message #2
❌ The CTA asks for too much ("15-minute call?")
❌ Response times are to slow
❌ Nobody tests, therefore it’s impossible to improve
Here's our biggest indicator:
When outreach consistently hits 70 - 90% opens, that's not clever copy -
That's a clean infrastructure, tight candidate targeting, and high-converting messaging.
Real example:
A manufacturing company in Texas hired us to fill an Electrical Engineer role that had been open for 4 months.
We sourced 187 candidates.
Achieved an 86% open rate.
And hit an 11% reply rate -
Resulting in 20 qualified candidate screenings.
Fast forward → we filled a role that was open for 4 months, in less than 30 days.
When hiring feels slow, it's usually not the market - it’s your system.
🧠 The Six Stages Every System Needs
Most teams patch together random tools and wonder why nothing works together.
Here's the full stack - from research to hire - so you can see where the gaps are in your own process:
🔎 Research
ChatGPT
Perplexity
Claude
Gemini
🧲 Candidate Sourcing
Juicebox
Metaview
SeekOut
Gem
📊 Data Enrichment
Apollo
Clay
Lusha
RocketReach
📤 Outbound
Instantly
Gem
Reply.io
Lemlist
📅 Candidate Scheduling
Calendly
Clockwise
Motion
🎥 Interview
Metaview
HireVue
Elly
Ashby
🤝 Make The Right Hire
You don't need every tool.
You need one tool per stage - and a process that connects them.
Pick your stack. Map your workflow.
That's how randomness turns into predictability 😎
To Sum It Up…
Competitive offer + tight list + clean infrastructure = predictable recruiting.
If it feels "hard," your system has leaks.
Find them. Fix them.
And To Wrap It Up…
The best recruiters aren't gifted.
They're engineered and process driven.
When the system is built right, hard roles stop feeling hard.
P.S. We built the entire system for you 👀
Want it?
See option #2 in the "How We Can Help" section below.
HOW WE CAN HELP?
There are a few ways:
Or you can just reply to this email.
I reply to absolutely everyone who writes me back 🙂
