The Anti-Assembly Line of Modern Recruiting
Most recruiters treat their work like they’re running an assembly line: grab resume, pitch job, hope for a match, repeat. It’s fast, it’s efficient, and it’s completely wrong.
We’ve spent years watching the recruiting industry sprint toward automation, AI matching, and quick-hit placements. While everyone else runs that direction, we’ve been quietly walking the other way. Here’s why.
Think about the last time someone tried to sell you something before understanding what you needed. How did that feel? That’s exactly how most candidates feel in today’s recruiting process. They’re treated like widgets on a conveyor belt, each one getting the same rehearsed pitch, regardless of their unique situation or desires.
Our approach is different. We start with what I call an “inner view” - at least an hour of pure listening. No job pitching. No resume scanning. Just understanding who this person is and what keeps them up at night. It’s like being a career therapist instead of a job matchmaker.
The magic happens in the structure. Our days are orchestrated like a well-rehearsed symphony, not a freestyle jam session. Morning follow-ups flow into business development, which leads to candidate conversations. Each piece builds on the last, creating a rhythm that turns chaos into clarity.
But here’s the counterintuitive part: by slowing down, we actually speed up. Our recruiters hit $600K+ in annual billings not by racing through more calls, but by building deeper relationships with fewer people. It’s the difference between farming and hunting - one creates sustainable harvest, the other leaves you constantly chasing the next meal.
Technology plays a part, but it’s more like a bicycle than a motorcycle. It shouldn’t replace your effort; it should amplify it. We stick to a simple ratio: 25% technology, 75% human interaction. Any more tech than that and you’re hiding behind tools instead of building trust.
The industry keeps pushing toward full automation, trying to turn recruiting into a perfect algorithm. But finding the right career move isn’t like ordering takeout - it’s more like choosing a life partner. And last time I checked, nobody wanted an AI matchmaker for that.
So while others perfect their automated follow-ups and AI screening tools, we’ll keep having real conversations, understanding real problems, and creating real relationships. It might not be the fastest way, but it’s the right way. And in recruiting, like in life, the right way usually turns out to be the most profitable way too.