Let’s flip the script. If you’re building a team inside a local or regional brand without the flashy pitch deck or name recognition, you’re not at a disadvantage—you’re in a position of power. In this episode of Recruiting Conversations, I break down how to position yourself not in spite of your size, but because of it.

Top producers today aren’t just looking for big names—they’re looking for trust, access, authenticity, and vision. This is your blueprint for turning “small” into elite and building a boutique recruiting brand that wins.

[00:00] Introduction – The big question for small shops: How do I compete with the big brands for top talent?
[01:00] The False Belief – Why “smaller” doesn’t mean “weaker”—it means you have a unique recruiting edge.
[01:30] Own Your Positioning – Don’t apologize for being boutique—embrace it with posture and pride.
[02:00] Shift the Frame – You’re not small, you’re selective. Not under-resourced, but customized and high-touch.
[02:30] Lead with Vision, Not Features – Features don’t move people—vision, identity, and belief do.
[03:30] Sell the Why – Be the leader who shows up with clarity and conviction, not a generic pitch.
[04:00] Agility and Access – Big companies move slow. You move fast. Talk about your speed, flexibility, and personal touch.
[04:30] Customization Is King – You’re not templated. You co-create support and systems around each individual.
[05:00] The Greatest Asset: You – Your leadership, coaching, and mentorship are what sets you apart. Own it.
[06:00] Final Challenge – Audit your language. Are you playing underdog, or owning the boutique high-performance brand you are?

• Posture Matters – Stop competing on features. Compete with belief, vision, and leadership.

• You’re Not Small, You’re Specialized – Top talent wants voice, trust, and agility—not red tape.

• Build Around the Individual – Your advantage is flexibility. Co-create solutions, don’t cookie-cut them.

• Lead with Identity – Share your why. Share your leadership philosophy. That’s what people follow.

• Stay in Your Lane – Don’t try to out-tech or out-brand. Win with intimacy, access, and personal connection.

You don’t need a national name or a big checkbook to attract elite talent. You just need clarity on who you are, confidence in what you bring, and the courage to lead with conviction.

Want help crafting your boutique recruiting message? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com. Let’s build something real—and worth following.

Let’s be real—there are seasons in leadership where things just don’t click. You’ve been putting in the work, the systems are in place, but the results are slow. Or maybe your team isn’t rowing in the same direction. It’s frustrating, and it can mess with your motivation to keep recruiting.

In this episode of Recruiting Conversations, I dive into what it takes to stay consistent even when growth feels stagnant or your team isn’t aligned. This isn’t about hype—it’s about discipline, clarity, and belief. I’ll share strategies to detach from your emotional state, lead yourself through tough seasons, and rebuild your recruiting rhythm with intentionality.

[00:00] Introduction – The emotional challenge of staying consistent when results are slow or your team feels out of sync.
[01:00] When the Fire Fades – Why hitting dry seasons in leadership is normal and part of the growth process.
[01:30] Growth Happens in Cycles – Most of the work happens underground before results show up.
[02:00] Detach Activity from Emotion – Why consistency can't depend on how you feel in the moment.
[02:30] Build a Daily Recruiting Rhythm – Your system needs to carry you when your emotions can’t.
[03:00] Reconnect with Your Why – Rewriting your vivid vision to reignite purpose and push through discouragement.
[03:30] What to Do When Team Alignment Is Off – Don’t let discouragement dictate your posture. Use it to raise your standard.
[04:00] Filter for Fit – Define and document your vision, values, and standards to attract the right recruits.
[05:00] Real Coaching Story – How one leader used a personal alignment scorecard to go from exhaustion to excitement.
[06:00] Final Challenge – Don’t ghost the process. Reset if you need to—but don’t disappear.

• Frustration Is Normal – Every great leader hits seasons of slow growth or team misalignment.

• Consistency > Emotion – Your recruiting rhythm has to run even when motivation is low.

• Reconnect with the Vision – Write the vivid picture of your dream team. Get clear on what you’re building.

• Don’t Recruit Warm Bodies – Filter for alignment. The right people are out there—and they’re worth waiting for.

• Stay in the Process – You don’t have to sprint every day, but don’t stop showing up. The seeds you're planting today will grow.

This isn’t just about recruiting more people—it’s about recruiting the right people and becoming the kind of leader they want to follow. If you’re in a dry season, this episode is your reminder to keep showing up.

Need help building a recruiting rhythm that keeps you consistent—even in the hard seasons? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let’s build your dream team the right way.

If you’ve ever traveled for a leadership meeting or a branch visit and found yourself thinking, “I should’ve made more of that trip,” this episode is for you. I’m breaking down the five-step playbook I coach to leaders who want to turn quick trips into serious recruiting momentum.

When you're only in town for 24, 48, or 72 hours, it's easy to let opportunity slip by. But with the right system in place, you can walk away with conversations that move the needle—and position you as a leader worth following.

[00:00] Introduction – Why most leaders miss recruiting opportunities when they travel.
[01:00] The Lazy Recruiter Trap – Just showing up without a recruiting plan is costing you big.
[01:30] Presence Is Power – Being face-to-face in a digital world gives you a massive edge.
[02:00] Step 1: Build a Hit List – Use data to identify the right people and sort them into three key buckets:

- Warm relationships

- Ideal profile leads

- Old conversations worth rekindling
[02:30] Step 2: Personalize the Outreach – Lead with affirmation and specificity. No templates.
[03:00] Step 3: Remove the Tension – Use one simple line to eliminate pressure and increase the yes rate.
[03:30] Step 4: Stack Meetings Like a Pro – Optimize your schedule, tighten your drive time, and create scarcity.
[04:30] Step 5: Follow Up with a System – The meeting opens the door. Follow-up builds trust.
[05:30] Bonus Move: Use the Trip as Positioning – Make people feel chosen, even if they can't meet this time.
[06:00] Final Challenge – Don’t treat it like a work trip—treat it like a recruiting sprint.

• A Trip Without a Plan Is a Missed Opportunity – Go in with a strategy, not vague intentions.

• Target the Right People – Use a segmented, intentional list to prioritize conversations.

• Affirm First, Recruit Later – Lead with value. Make it about relationship, not the ask.

• Create Efficiency and Scarcity – Stack your meetings, lock your schedule, and own your time.

• Follow-Up Is Where You Win – Thank-you notes, personalized check-ins, and consistent touches build the relationship.

Next time you travel, treat it like a recruiting sprint. Make the list. Send the outreach. Stack the day. Follow up with purpose. This is how you dominate a market—even if you’re only in town for 72 hours.

Want help putting this system in place? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com. Let’s make your next trip count.

In this episode of Recruiting Conversations, I'm breaking down one of the biggest pain points in recruiting: what do you say when a recruit isn’t ready to move, and you’re stuck between disappearing or sounding like “just checking in”? The answer: show up with value. Here's how to pivot from awkward follow-up calls to intentional touchpoints that build real trust—and how to do it without creating content from scratch.

You’ll learn how to become “the journalist,” how to lead with curiosity, and how to stand out in a sea of recruiters who are all saying the same thing.

[00:00] Introduction – The core recruiting challenge: how to follow up without sounding like you're chasing.
[01:00] The Mindset Shift – You're not a recruiter. You're a leader, mentor, and value-bringer.
[01:30] Be the Journalist, Not the Story – Don’t create content. Curate it and deliver it in a way that matters.
[02:30] Tactical Delivery – Hooks matter: subject lines like “Today is my last day” grab attention.
[03:00] Follow-Up Frequency – Every six months is a great checkpoint if you’ve made deposits of value.
[03:30] Real-Life Example – Using AI and a recruit’s actual data to build a 12-month roadmap in 15 minutes.
[04:00] Physical Touchpoints – Send books, handwritten notes, and PDFs that matter (ex: One Word by Jon Gordon).
[04:30] Passive Pursuit – Keep showing up with value, even when they’re not ready. You’ll be remembered when they are.
[05:00] Final Challenge – Stop “checking in.” Start standing out. Use varied channels and intentional messaging to lead with value.

• Be the Journalist – You don’t need to create new content. Curate what’s already out there and add your unique insight.

• Lead with a Hook – Use curiosity and tension to cut through the noise. Make them want to engage.

• Bring Real Value – A personalized roadmap or thoughtful book is more impactful than a generic check-in.

• Stay Consistent – Use varied channels (email, text, social, mail) and keep making deposits over time.

• Be Remembered, Not Forgotten – When you follow up the right way, you won’t feel like an interruption—you’ll feel like the obvious choice.

Recruiting isn’t about nudging people until they cave. It’s about building a follow-up system that brings value, stands out, and creates connection over time.

Want to elevate your follow-up strategy? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s build a recruiting experience worth remembering.

In this episode, I'm diving into the concept of an Experiential Recruiting Model—a strategy that allows recruits to get a firsthand experience of what it’s like to be on your team before they ever make the decision to join. I’ll break down why this approach works, how to create experiences that showcase your leadership, and simple yet powerful ways to differentiate yourself in a competitive recruiting environment.

• [00:00] Introduction – The challenge of recruiting while balancing multiple job responsibilities.
• [00:30] You Are the Product – Why recruiting success depends on having a personal recruiting system that reflects your leadership.
• [01:00] What Is an Experiential Recruiting Model? – Creating an experience that gives recruits a preview of what it’s like to be on your team.
• [01:30] Evaluating Your Leadership Experience – Honest self-reflection: Are you a leader worth following?
• [02:00] Practical Ways to Create an Experience –
  • Sending books that reflect your leadership style and values.
  • Sharing valuable industry-related videos with personalized insights.
  • Offering small, unexpected gestures that create a lasting impression.
• [03:00] The Power of Giving Value First – Why recruiting isn’t about “hacks” or sales tricks but about genuinely investing in people.
• [03:30] Creating Unique Branding in Recruiting – Creative ideas like buying a personalized domain name (e.g., RichardLovesLending.com) to surprise recruits.
• [04:00] Asking the Right Questions to Build Connection – How to use purpose-driven conversations to uncover recruits’ motivators.
• [05:00] The Retention Advantage – Why top producers change jobs every three years and how experiential recruiting can improve retention.
• [06:00] Final Thoughts & Actionable Takeaway – How to start applying the Experiential Recruiting Model today.

1. You Are the Product – Recruits aren’t just joining a company; they’re joining YOU as a leader.
2. Give Value Before You Recruit – Thoughtful gestures like books, resources, and meaningful engagement build trust.
3. Experiences Matter More Than Pitches – The best recruits are drawn to a real, value-driven approach, not a rehearsed pitch.
4. Know Your Leadership Brand – Small, thoughtful touches (like a personalized website) create a lasting impression.
5. Retention Starts in Recruiting – An experiential approach attracts and keeps top talent in a competitive market.

Recruiting isn’t about persuasion—it’s about creating an experience that allows recruits to see the real value of your leadership. By incorporating an Experiential Recruiting Model, you’ll not only attract better talent but also build deeper relationships that lead to long-term retention.

Want to refine your recruiting strategy? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s build a recruiting experience that wins top talent.

In this episode, I challenge the traditional recruiting mindset and explain why cold leads are actually your greatest opportunity for long-term success. Too many recruiters focus solely on warm or hot leads—people actively looking for a job—when the real wins come from building relationships with cold leads before they’re ready to move. I’ll share why this approach works, how to develop a system for engaging cold leads, and the mindset shift needed to dominate recruiting.

• [00:00] Introduction – Why cold leads are an overlooked advantage in recruiting.
• [01:30] The Problem with Only Chasing Warm Leads – Data shows that 85–95% of professionals say they’re satisfied with their jobs, leaving a very small percentage actively looking.
• [02:30] Evergreen Recruiting Strategies – Why the principle of “people do business with those they know and trust” makes cold leads valuable.
• [04:00] The Power of Relationship-Building – How investing in cold leads early ensures you’re the first call when they experience a career shift.
• [05:30] Why a System Is Essential – Without a process beyond initial outreach, you’re constantly restarting your recruiting efforts.
• [06:30] The Limited Talent Pool in Leadership Recruiting – Why recruiting leaders have to focus on a smaller, more targeted group and play the long game.
• [07:30] Blue Ocean Recruiting: Where the Competition Isn’t – How engaging cold leads puts you in an uncontested space where competitors aren’t fighting for the same talent.
• [08:30] The Attractive Leader Strategy – Why leading with vision, values, and a clear “why” positions you as the recruiter of choice when a recruit is ready to move.
• [10:00] How to Successfully Engage Cold Leads – Three key strategies to develop meaningful connections:
  1. Affirmation-Based Outreach – Starting with genuine praise to open doors.
  2. Creating a Compelling Reason to Meet – Using industry insights and trends to add value.
  3. Removing Tension from the First Meeting – Focusing on relationship-building, not recruiting.
• [12:30] The Value Equation: Giving Without Expecting Immediate Returns – Why sending resources, books, articles, or curated content builds trust over time.
• [14:30] How LinkedIn Has Changed the Game – Why daily content on LinkedIn is now a critical piece of any cold lead strategy.
• [16:00] The Surrogate Leadership Principle – How positioning yourself as a trusted advisor before recruiting a candidate increases the likelihood of success.
• [18:30] Final Thoughts & Action Steps – How to structure your recruiting strategy to focus on long-term, relationship-driven success.

1. Cold Leads Are Your Biggest Opportunity – Most professionals aren’t actively looking, but they will move when the right opportunity presents itself.
2. Warm Leads Are Highly Competitive – If you only chase people ready to move now, you’re competing in a crowded space.
3. Trust Comes Before Recruiting – People follow leaders they know, like, and trust—this requires long-term engagement.
4. A System Is Essential – Without a structured process, you’re constantly restarting your recruiting efforts.
5. Give Before You Ask – Offering value with no strings attached builds credibility and deepens relationships.

Winning in recruiting isn’t about chasing job seekers—it’s about building relationships with top talent before they’re ready to move. If you engage cold leads consistently, offer value, and position yourself as the leader worth following, you’ll create a recruiting system that delivers long-term success.

Want to transform your recruiting strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a system that turns cold leads into your biggest wins.

In this episode, I tackle one of the toughest parts of recruiting—handling objections and overcoming rejection. Every recruiting leader faces resistance, whether it’s on phone calls, emails, or social media outreach. But the best recruiters know that objections are just smoke screens. I’ll share the proven frameworks and mindset shifts you need to push past objections and build stronger relationships with recruits.

• [00:00] Introduction – Why overcoming objections is one of the most critical skills in recruiting.
• [01:00] Why Rejection Is Inevitable – Every recruiter faces objections daily, but it’s how you handle them that determines success.
• [02:30] The Energy Shift: Fear or Excitement? – How to reframe the nervous energy before a recruiting call into passion and confidence.
• [04:00] The Top 4 Recruiting Objections – The most common pushbacks you’ll hear:
  1. "I’m not interested."
  2. "I don’t have time to talk."
  3. "I’m happy where I’m at."
  4. "Is this really not a recruiting conversation?"
• [06:00] The Power of Removing Tension – How to eliminate defensive reactions and keep conversations open.
• [07:30] The Smoke Screen Effect – Why most objections are just automatic responses and how to move past them.
• [09:00] The ‘Acknowledge, Don’t Address’ Rule – How to keep the conversation going when you hear an early objection.
• [10:30] The ‘Feel, Felt, Found’ Framework – A proven structure to address deeper objections:
  • "I understand how you feel."
  • "Others I’ve spoken to felt the same way."
  • "What I’ve found is…"
• [12:00] The Power of Pattern Disruptors – How to stop a recruit from hanging up or shutting down the conversation.
• [14:00] The Art of the Strategic Pause – Using silence to encourage recruits to stay engaged.
• [16:30] How to Stay in Control of the Conversation – The difference between a great recruiter and a reactive one.
• [18:30] The Importance of Knowing Your Script – Why the best recruiters never “wing it” and how preparation removes fear.
• [20:00] Final Thoughts & Action Steps – How to practice overcoming objections and eliminate cold call reluctance.

1. Rejection is a Normal Part of Recruiting – Expect objections and prepare for them instead of fearing them.
2. Objections Are Just Smoke Screens – Most people respond with automatic pushbacks—your job is to move past them.
3. Acknowledge, Don’t Address – When objections come early, acknowledge them and move back into your script.
4. Use Feel, Felt, Found – This framework helps overcome deeper objections in a natural, non-confrontational way.
5. Pattern Disruptors Work – Interrupting the recruit’s expected response pattern can keep conversations open.
6. Know Your Script Cold – The best recruiters don’t wing it; they use tested messaging to stay in control.

Objections are a natural part of recruiting, but they don’t have to be roadblocks. With the right mindset and tools, you can move past them, build relationships, and ultimately win more recruits. The key is preparation—when you know your script and have strategies in place, fear disappears, and confidence takes over.

Want to get better at handling objections? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s refine your recruiting approach so you can close more top talent.

In this episode, I share one of the most powerful strategies for retaining your best people—reverse recruiting. If you want to keep top talent, you need to know their dreams and consistently help them move toward those goals. I’ll walk you through a framework to uncover what truly matters to your team and how to use that knowledge to create long-term retention.

• [00:00] Introduction – The concept of reverse recruiting and why retention starts with leadership.
• [01:00] Why Top Performers Are Hard to Keep – The best talent is always being recruited, and they won’t stay unless they see a future with you.
• [02:30] The Power of Dream-Based Recruiting – How asking recruits about their long-term goals creates trust and connection.
• [04:00] People Stop Dreaming—Leaders Must Reignite It – The reality that most professionals stop thinking big, and how you can help them start again.
• [06:00] Asking the Right Questions – How to uncover a recruit’s personal and professional goals with a simple two-question framework.
• [08:30] Why Most Leaders Miss This Opportunity – Many managers focus on company goals rather than individual dreams, leading to disengagement.
• [10:00] The Power of Context in Dream-Based Recruiting – How helping recruits see their 10-year future shifts their mindset.
• [12:30] Creating Buy-In and Loyalty – Why recruits stay with leaders who actively support their personal and professional growth.
• [14:00] Why Continuous Engagement Matters – How resurfacing a recruit’s dreams over time strengthens their commitment to your team.
• [16:30] Retaining Talent in a Competitive Market – The reality that salary alone won’t keep your best people—you need to offer more.
• [19:00] Final Thoughts & Actionable Takeaway – A challenge to start practicing dream-based recruiting with your current team.

1. Retention Starts with Leadership – Your top performers will stay if they believe you care about their long-term success.
2. Reverse Recruiting Works – The best way to keep talent is by recruiting them to their own dreams—within your organization.
3. Dreams Create Motivation – People stop dreaming as they settle into careers. Great leaders help reignite their vision.
4. The Right Questions Unlock Loyalty – Asking where someone wants to be personally and professionally in 10 years builds deep connection.
5. Continuous Engagement Builds Retention – Leaders who consistently revisit a recruit’s dreams foster loyalty and long-term commitment.

Retention isn’t about offering the highest salary—it’s about helping people achieve their dreams. If you become the leader who champions your team’s goals, you’ll not only retain your top performers but also create an environment where they thrive. Start today by asking your current team about their long-term dreams, and use that insight to strengthen your leadership and recruiting efforts.

Want to improve your retention strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let’s build a leadership framework that keeps your top talent engaged and committed.