Billing $200,000 in placements in any given year is an excellent accomplishment. If you’ve done so or have come close, you deserve a great deal of credit for your success.
 
No one would blame you if you decided to stop there. A $200K income is a good living, and many people live happily on a lot less.
 
But maybe you feel there’s more in you. You know you haven’t reached your full potential. You want to break through the $200K barrier and see what’s possible. You want to go from making a good living to making a great living. And going from $200K to $400K would change your world.
 
The BAD news is that basic transactional recruiting (chasing one open position after the next) is not going to get you much farther. You’ve redlined that vehicle, and it’s not going to drive any faster.

The GOOD News is Three Fold:

1

If you can bill $200K, you CAN bill $400K.

No question. It’s not a matter of “if” but a matter of learning “how.”

2

You can do it without doubling your effort!

The effort required to go from $200K to $400K is MUCH less than what it takes to go from $0 to $200K.

3

You can do it on your own!

You do NOT need more employees to make this transformation.

 
Billing $200K is like moving a 100-lb stone. It’s impressive, especially if you do it all on your own.
 
But billing $400K is like moving a 200-lb stone. If you try to lift it the same way you lifted the 100-pounder, you’ll probably hurt yourself.
 
What you need is a lever. What you need is the strategy and skills to leverage the effort you are already making so that moving the 200-lb stone isn’t much more difficult than moving the 100-lb stone.

If you've billed $200K... $400K *is* within reach.

Fortunately, you’ve come to the exact right place to find the lever. The lever consists of a tool and a strategy.
 
The tool is called The FSTOPS. And the strategy you need is to go from being an Executive Recruiter to a Talent Broker. We’ll start with the strategy and then discuss the tool.
So… what is a Talent Broker, and how do you become one? Before we go on, please allow us to introduce ourselves...

Who Are We?

My name is Pasquale "Pat" Scopelliti. I've been a coach for the past 28 years. But more than a coach, I am a strategic and tactical analyst, able to offer unique answers to any situation’s challenges and opportunities.
 
The technical term for what I do is The Consigliori. It is the Southern Italian term for “counselor,” and is steeped in tradition. There is, in fact, a sacred relationship between The Don (the head of the family) and his Consigliori.
 
The very best way to understand what I do is to watch The Godfather, just take it out of the crime family context and think of the most valuable and empowering business partner you could have.
 
In the end, The Consigliori becomes a friend to his Don unlike any other person, and earns more than just trust and respect but in fact, love.
 
But why? Why such love? Because the ultimate goal for The Consigliori is to map out and ensure that the The Don’s dreams for himself and his family are made real, in the most tangible and practical of senses.
 
With the help of my son, Nico, I’ve decided to offer my services more broadly to those desirous of transforming their performance within a focused relationship, carefully designed and with a set time-frame.
“ Pasquale as a business and life coach
knows no equal.”
“ No other business consultant will care more about your business than Pasquale.”

Alan Schonberg

Co-founder of Management Recruiters International

Jim Luzar

Sales Consultants of Brookfield

My name is Pasquale "Pat" Scopelliti. For 28 years, I've been the consigliori (Sicilian for "the Boss's Counselor") to many of the most successful executive recruiters in the industry.
 
I am a coach. More than a coach, I am a strategic and tactical analyst, able to offer unique answers to any situation’s challenges and opportunities. The technical term for what I do is The Consigliori. It is the Southern Italian term for “counselor,” and is steeped in tradition.There is, in fact, a sacred relationship between The Don and his Consigliori. The very best way to understand what I do isto watch The Godfather, just take it out of the crime family context and think of the most valuable and empowering business partner you could have.
 
In the end, The Consigliori becomes a friend to his Don unlike any other person, and earns more than just trust and respect but in fact, love.
 
But why? Why such love? Because the ultimate goal for The Consigliori is to map out and ensure that the The Don’s dreams for himself and his family are made real, in the most tangible and practical of senses.
 
With the help of my son, Nico, I’ve decided to offer my services more broadly to those desirous of transforming their performance within a carefully designed and focused relationship with a set time-frame.

Enter: The Talent Broker Program. But what exactly is a Talent Broker?

The Recruiting Success Spectrum

To understand what it means to be a Talent Broker, let’s start by looking at it in the context of the Recruiting Success Spectrum, which consists of four tiers.
The spectrum starts with the Rookie recruiter billing less than $100,000 per year. While Rookies are still learning the fundamentals of our profession, some break through the six-figure barrier rapidly either through great training and hard work… or because they get lucky.
 
This tier also includes those experienced recruiters who are struggling, aptly named, Strugglers.There is no shame in being a Struggler. If you are one, then what you’re probably struggling most with is lousy training and faulty thinking about what recruiting is. There’s a great deal of bad training and misinformation out there.
 
To understand what it means to be a Talent Broker, let’s start by looking at it in the context of the Recruiting Success Spectrum, which consists of four tiers.
The spectrum starts with the Rookie recruiter billing less than $100,000 per year. While Rookies are still learning the fundamentals of our profession, some break through the six-figure barrier rapidly either through great training and hard work… or because they get lucky.
 
This tier also includes those experienced recruiters who are struggling, aptly named, Strugglers.There is no shame in being a Struggler. If you are one, then what you’re probably struggling most with is lousy training and faulty thinking about what recruiting is. There’s a great deal of bad training and misinformation out there.
 
As the best prepared and best read counselor, Pat has been without peer as an advisor to the best of the best. Most of whom were not in the top 1% when Pat took them on, but were within a year or two of his engagement.”

Mark Rednick

Sales Consultants of Dallas

The core skills of the Rookie / Struggler are:

Candidate Research & Recruiting Call List Creation;
Initial Candidate Presentation;
Prospect Pitch and Interviewing;
Placement Process Management;
Collection
Matching Candidates to Openings
Candidate Interviewing and Selection;
Prospect Research & Call List Creation;
Job Order Completion;
Closing;
The Executive Recruiter tier consists of those billing between $100,000 and $200,000 per year. In order to reach this tier, your training wasn’t bad (or you’ve overcome it), you’ve built a network within your DIG (discipline-industry-geography), and you’ve invested the effort to internalize the fundamentals.
 
Executive Recruiters have a strong understanding of the tactics of recruiting, but are often stuck in the transactional “take a job order-fill a job order” cycle. While they are not worried too much about paying their bills, they do suffer with the “recruiting roller coaster” of ups and downs in their billings.
 
The core skills of the Executive Recruiter are the same as the Rookie/Struggler, only they have been internalized and applied effectively.
 
The Talent Broker tier consists of those billing between $200,000 and $400,000 per year. Talent Brokers have taken recruiting to the next level. They’ve gone beyond the typical transactional approach to recruiting, they’ve mastered the fundamentals, they’ve built market position and deep knowledge of their desk, and they understand the art and science of Key Account Development.

The core skills of the Talent Broker are:

Solid Sourcing Competency
Specialization and Deep Desk Knowledge;
Market Position with both Talent and Client Markets;
Follow Through and Acquisition of Second Search Assignment;
Extraordinary Focus and Discipline
Key Account Development
Strategic Desk Definition;
Multiple Searches Management
Business Cycle Adaptability
The Power Broker tier is the apex of recruiting mastery, where the upper echelon of recruiters bill beyond $400,000, some of whom have passed the 7-figure mark (and some without hiring a single employee.)

The core skills of the Power Broker are:

Extraordinary Sourcing Genius
High Level Business Problem Solving;
Go-To Person at Highest Levels of Marketplace Decision Making;
Trusted Advisor for Both Clients and Talent;
Deep Vision and Far Reaching Insight into Desk Space;
Org Chart Fluidity: Ability to Make Placements Up and Down the Org Chart
 

How does an Executive Recruiter become a Talent Broker?

There are many differences between an Executive Recruiter and a Talent Broker, some subtle, others are black and white. During the transition from an Executive Recruiter to a Talent Broker, getting hired again by the same client for a second search begins to normalize.
 
Prior to this, the vast majority of placements are one-offs. And the instant a placement closes, the Executive Recruiter returns rapidly to his or her well-established prospecting mode hunting for job orders, as it really is the primary driver of their business.
 
During the transition, without realizing it, the energy shifts from cold prospecting to more and more upselling within those clients already established. In fact, the term UPSELL, needs to be added to the industry’s standard vocabulary.
 
Prospecting means getting business from someone you’ve not done business with before.
 
Upselling means getting more business from someone you have already done business with. Simple, but powerful.
Successful Executive Recruiters do almost 100% prospecting and close to 0% upselling, while Talent Brokers do at least 50% upselling and find it a completely normal mode of performance.
 
Another tremendous shift is from tactics to strategy. No, most recruiters do NOT use these terms. But, if you listen to a Talent Broker speak, you’ll hear all kinds of strategic insight that you virtually never hear when listening to an Executive Recruiter.
 
What’s the line? Tactics are devoted to not only a single placement, but a single hiring manager - or worse, the relationship to HR over a single open position. Dealing with HR is NEVER anything other than merely tactical.
 
Understand, tactics are awesome. Strategies cannot be executed without them, and excellent tactics are the stuff of legends. More, no strategic thought is worth thinking if it doesn’t drive forward into real world execution with righteous tactics. But, mere tactics unguided by strategy can be a type of living hell.
 
In rising into the ranks of the Talent Broker, there is no way to perform serving HR alone or by tactical rules exclusively. On the strategic side of the line, the Talent Broker sees the company through the lens of its leaders, and he automatically sees the talent he presents in terms of their real impact on the performance of the company itself as a whole.
 
 

There is nuance here. Talent Brokers always have huge amounts of information regarding the performance of their client firms, and the challenges that the firm’s leadership faces. To give the simplest definition of the strategic side of the line, think exclusively from the 

Talent Brokers live in a world where value is everything, whether they use that word or not. And they create not only the tactical value of filling open positions, but the strategic value in helping build a team that will work powerfully and cohesively to achieve the company’s objectives.

So what’s the first step in transforming from the tactical Executive Recruiter to the strategic Talent Broker? I’ve created a tool and method for that very purpose.

Key Differences between the Executive Recruiter and the Talent Broker

Speed:

                  The Executive Recruiter often takes a significant amount of time to get to his second placement within a single client firm.  The Talent Broker gets there very rapidly.  On the other hand, the Executive Recruiter is much faster in getting to his next new client, whereas Talent Brokers must often reignite their prospecting and often take far longer to land a new client.  
                               Executive Recruiters are far more efficient at closing small deals, rapidly. Talent Brokers are far more efficient at nursing large deals slowly over the finish line for the big reward at the end. Executive Recruiters are efficient daily, tactical planners. Talent Brokers are far more effective at mapping out their desk and market positioning.

Efficiency:

Strategy & Tactics vs. Tactics Alone:

Tactics alone will get you to $200,000. You need strategy to leverage your efforts beyond that to reach $400,000

Trusted Adviser:

                                              Talent Brokers earn the position of Trusted Adviser not only in their key accounts, but also within their sector overall. 

perspective of the hiring manager, and picture a hire performing so well that a second hire of equal or superior ability is instantly desired. Yes, that sounds a lot like upsell again, I know. But here the key is NOT in the sales side of the thought, but rather the value side.

There are many differences between an Executive Recruiter and a Talent Broker, some subtle, others are black and white. During the transition from an Executive Recruiter to a Talent Broker, getting hired again by the same client for a second begins to normalize.
 
Prior to this, the vast majority of placements are one-offs. And the instant a placement closes, the Executive Recruiter returns rapidly to his or her well-established prospecting mode hunting for job orders, as it really is the primary driver of their business.
 
During the transition, without realizing it, the energy shifts from cold prospecting to more and more upselling within those clients already established. In fact, the term UPSELL, needs to be added to the industry’s standard vocabulary.
 
Prospecting means getting business from someone you’ve not done business with before.
 
Upselling means getting more business from someone you have already done business with. Simple, but powerful.
Successful Executive Recruiters do almost 100% prospecting and close to 0% upselling, while Talent Brokers do at least 50% upselling and find it a completely normal mode of performance.
 
Another tremendous shift is from tactics to strategy. No, most recruiters do NOT use these terms. But, if you listen to a Talent Broker speak, you’ll hear all kinds of strategic insight that you virtually never hear when listening to an Executive Recruiter.
 
What’s the line? Tactics are devotedto not only a single placement, but a single hiring manager - or worse, the relationship to HR over a single open position. Dealing with HR is NEVER anything other than merely tactical.
 
Understand, tactics are awesome. Strategies cannot be executed without them, and excellent tactics are the stuff of legends. More, no strategic thought is worth thinking if it doesn’t drive forward into real world execution with righteous tactics. But, mere tactics – fecklessly unguided by strategy – can be a type of living hell.
 
In rising into the ranks of the Talent Broker, there is no way to perform serving HR alone or by tactical rules exclusively. On the strategic side of the line, the Talent Broker sees the company through the lens of its leaders, and he automatically sees the talent he presents in terms of their real impact on the performance of the company itself as a whole.
 
 

There is nuance here. They always have huge amounts of information regarding the performance of their client firms, and the realities that the firm’s leadership face. To give the simplest definition of the strategic side of the line, think exclusively from the 

perspective of the hiring manager, and picture a hire performing so well that a second hire of equal or superior ability is instantly desired. Yes, that sounds a lot like upsell again, I know. But here the key is NOT in the sales side of the thought, but rather the value side.

Talent Brokers live in a world where value is everything, whether they use that word or not. And they create not only the tactical value of filling open positions, but the strategic value in helping build a team that will work powerfully and cohesively to achieve the company’s objectives.

So what’s the first step in transforming from the tactical Executive Recruiter to the strategic Talent Broker? I’ve created a tool and method for that very purpose.

The Tool that Empowers Outstanding Salesmanship & Key Account Development

The FSTOPSis the most empowering method of outstanding salesmanship and key account development on the market at any price. Employing The FSTOPSas part of your Talent Broker transformation is to chuck the lever you planned to use on the 200-lb stone and step into a forklift.
FSTOPS-driven sales calls net you the best clients and the best searches. This leads to the best openings to take out into the market for recruiting.
 
With the best openings (and again using the same FSTOPSmethod!) you not only find the best candidates and build the best relationship to them, you now have at your disposal…

BENCHMARKS.

Benchmarks are the product of a successful FSTOPSconversation.
 
To clarify this powerful topic, we require labels for the person asking the FSTOPS questions, and the person answering. For the moment, let's use the term Agent for the person asking, and Subject for the person answering.
 
A benchmark is a word or phrase that has been negotiated over and agreed to as the best way to capture a subject’s answer to any of the six FSTOPS sectors. The benchmark must capture both what the subject thinks, his judgment, AND what the subject feels, his emotion, pertaining to the answer discovered.
 
Here’s an example. One of my worst failures in youth was my performance in the boxing ring. My father’s business manager, upon hearing the story, immediately named me Canvasback Pat. It is a perfect benchmark.
 
They work in this manner. The agent asks a question in one of the sectors, and pokes and prods until an answer is found that indicates both thought and emotion. The agent has to work at getting all the necessary information so that the subject is completely confident that the agent has fully understood and felt the answer. Both subject and agent must agree that an important bit of life information has been uncovered.
 
With that much accomplished, the agent can ask for a single word or a short phrase that might be a good label. And sometimes that works. When it does, you get a great benchmark. More often, it is a trial and error effort where the agent offers this or that option and the subject responds positively or negatively.
 
An absolutely key element is the question of ownership. The benchmark very literally belongs to the subject. Its purpose is to mark information shared, understood and felt, with a memorable name for instant recognition in future conversations. In this manner, benchmarks serve as a type of stabilizing function for mind and heart. When constructed properly, they are mental and emotional markers, triggers, and they pull up the thought, the emotion and the entire story itself instantly.
 
This is why the negotiation is completed by the agent over the question to the subject, “Does this really capture what you felt and experienced?” The best way to close the negotiation is with the following agreement, “So, if I say XYZ to you in the future, you’ll instantly know what we’re talking about?”
 
A great benchmark often generates a type of relief and joy, and can get a very comforting, comfortable type of laughter. The topic is often actually NOT funny, but the act of creating an agreed to benchmark releases what is often deeply held tension, and it creates a bond of friendship – the real thing, mind you, not a facsimile – between agent and subject.
 
Now change agent to "recruiter" and subject to "client or candidate."
 
The FSTOPSprocess is unbelievably effective in its own right, but when it comes to matching candidate to an opening, having the Benchmarks on both sides of the equation creates the most powerful possible match. Employed in concert with your Talent Broker strategy, it will ultimately lead to the most rapid closing of the highest-level positions in your market.
 
But you can’t get there overnight. So, what’s it like to be on the path to becoming a Talent Broker?
The FSTOPS™ is the most empowering method of outstanding salesmanship and key account development on the market at any price. Employing The FSTOPS™ as part of your Talent Broker transformation is to chuck the lever you planned to use on the 200-lb stone and step into a forklift.
FSTOPS™-driven sales calls net you the best clients and the best searches. This leads to the best openings to take out into the market for recruiting.
 
With the best openings (and again using the same FSTOPS™ method!) you not only find the best candidates and build the best relationship to them, you now have at your disposal…

BENCHMARKS.

Benchmarks are the product of a successful FSTOPS™ conversation.
 
To clarify this powerful topic, we require labels for the person asking the FSTOPS questions, and the person answering. We will likely find better terms in the future, but for now I’m going to use the term Agent for the person asking, and Subject for the person answering.
 
A benchmark is a word or phrase that has been negotiated over and agreed to as the best way to capture a subject’s answer to any of the six FSTOPS™ sectors. The benchmark must capture both what the subject thinks, his judgment, AND what the subject feels, his emotion, pertaining to the answer discovered.
Read More
Here’s an example. One of my worst failures in youth was my performance in the boxing ring. My father’s business manager, upon hearing the story, immediately named me Canvasback Pat. It is a perfect benchmark.
 
They work in this manner. The agent asks a question in one of the sectors, and pokes and prods until an answer is found that indicates both thought and emotion. The agent has to work at getting all the necessary information so that the subject is completely confident that the agent has fully understood and felt the answer. Both subject and agent must agree that an important bit of life information has been uncovered.
 
With that much accomplished, the agent can ask for a single word or a short phrase that might be a good label. And sometimes that works. When it does, you get a great benchmark. More often, it is a trial and error effort where the agent offers this or that option and the subject responds positively or negatively.
 
An absolutely key element is the question of ownership. The benchmark very literally belongs to the subject. Its purpose is to mark information shared, understood and felt, with a memorable name for instant recognition in future conversations. In this manner, benchmarks serve as a type of stabilizing function for mind and heart. They are mental and emotional markers, triggers, and they pull up the thought, the emotion and the entire story itself instantly when constructed properly.
 
This is why the negotiation is completed by the agent over the question to the subject, “Does this really capture what you felt and experience?” The best way to close the negotiation is with the following agreement, “So, if I say XYZ to you in the future, you’ll instantly know what we’re talking about?”
 
A great benchmark often generates a type of relief and joy, and gets a very comforting, comfortable type of laughter. The topic is often actually NOT funny, but the act of created an agreed to benchmark releases what is often deeply held tension, and it creates a bond of friendship – the real thing, mind you, not a facsimile – between agent and subject.
 
Now change “agent” to “recruiter” and “subject” to client or candidate.
 
The FSTOPS™ process is unbelievably effective in its own right, but when it comes to matching candidate to an opening, having the Benchmarks on both sides of the equation creates the most powerful possible match. Employed in concert with your Talent Broker strategy, it will ultimately lead to the most rapid closing of the highest-level positions in your market.
 
But you can’t get there overnight. So, what’s like to be on the path to becoming a Talent Broker?
The result of you learning FSTOPS selling will be captivating the client’s business by becoming, in client’s perspective, the most knowledgeable person that he has acquired product or service from!”

Jim Dykeman

National Executive Search Nutraceuticals & MLM

The Path to $400,000

As an Executive Recruiter, you realize that you know how to put placements together. You know how to find clients and qualify searches. You know how to generate target lists and recruit interested talent. You know how to make introductions and hand-hold both sides through the process of selection and commitment. You know how to close deals and get paid.
As an Executive Recruiter, you realize that you know how to put placements together. You know how to find clients and qualify searches. You know how to generate target lists and recruit interested talent. You know how to make introductions and hand-hold both sides through the process of selection and commitment. You know how to close deals and get paid.
 
But, you also realize that you can’t predict your rhythm of placements and really can’t build deep, trusted-adviser relationships. Not a strategic analysis, but rather the awareness that you were basically starting from scratch in most cases, successfully filling an opening, but not enjoying repeat business. In fact, it’s very possible that getting a second placement from a client where you enjoy a bit stronger relationship may well have been the trigger making you wonder if you could take your game to the next level.
 
Now imagine you’ve set out on the path to become a Talent Broker. Once the goal of raising the number of placements per client sets in, a very different kind of conversation will start to occur more and more frequently. The same tactical qualifying questions over openings won’t change (although you’ll get better and better at tying down the real parameters that identify the best candidates) but there is another kind of questioning that you’ll grew more comfortable with slowly, but meaningfully. These are questions about the Hiring Manager’s work, goals and directions as a leader; and, questions about the department or company’s strengths and weaknesses and overall direction and goals. Much of this will empower you to pitch the company, positioning it in the market for talent. But, the real impact is that your knowledge of the companies you serve will grow exponentially. Acting on that knowledge, the companies grow to trust and engage you more and more.
 
Soon you’ll know all about your clients’ lives outside work and hear more and more of their stories and find them turning to you for advice and counsel, personally. Mostly, this just feels like a less tense, less-transaction focused conversation. What it really becomes, though, is a complete transformation in your positioning, respect and reputation.
 
As these new factors work their way through your area of expertise, you’ll also find yourself working in a narrower, more well defined section of your industry. More and more business will grow out of much smaller circles, and your reputation will increasingly precede him. “My friend told me to call you,” becomes a common start to new conversations.
 
None of these steps are formal targets, they evolve naturally. But, you will have formal targets that change greatly by the time you’ve doubled your performance. The first stage is to start taking certain goals seriously. Before, you knew you needed to get Send Outs, but never really tracked them carefully. One of the first goals to get serious about is your weekly goal for them. As soon as you start tracking you performance there carefully, you begin focusing on openings and introductions (Job Orders and Submittals). As time goes on, you’ll play with your numbers until you come to know exactly what activities must be engaged in to ensure $30,000 – 40,000 months, $100,000 quarters and a predictable $400,000 year.
 
Arriving at this place of doubling, you may find that you’re in no rush to double again, maybe because the new life your transformation has yielded is calling to you. Some real time-off. A real vacation. Time spent with family or friends, comfortably and without worry about your business grinding to a halt.
 
Because before, you had transactions. Now, you have Key Accounts.
 
Are you tempted to set out on that path? Maybe you need guidance. Maybe you need some coaching….
But, you also realize that you can’t predict your rhythm of placements and really can’t build deep, trusted-adviser relationships. You are aware that you are basically starting from scratch in most cases, successfully filling an opening, but not enjoying repeat business. In fact, it’s very possible that getting a second placement from a client where you enjoy a bit stronger relationship may well have been the trigger making you wonder if you could take your game to the next level.
Now imagine you’ve set out on the path to become a Talent Broker. Once the goal of raising the number of placements per client sets in, a very different kind of conversation will start to occur more and more frequently. The same tactical qualifying questions over openings won’t change, but there is another kind of questioning that you’ll slowly grow more comfortable with.
 
These are questions about the Hiring Manager’s work, goals and directions as a leader; and, questions about the department or company’s strengths and weaknesses and overall objectives. Much of this will empower you to pitch the company, positioning it in the market for talent. But, the real impact is that your knowledge of the companies you serve will grow exponentially. Acting on that knowledge, the companies grow to trust and engage you more and more.
 
Another change you'll experience is that soon you’ll know all about your clients’ lives outside work and hear more and more of their stories, and find them turning to you for advice and counsel, personally. Mostly, this just feels like a less tense, less transaction-focused conversation. What it really becomes, though, is a complete transformation in your positioning, respect and reputation.
 
As these new factors work their way through your area of expertise, you’ll also find yourself working in a narrower, more well defined section of your industry. More and more business will grow out of much smaller circles, and your reputation will increasingly precede you. “My friend told me to call you,” becomes a common start to new conversations.
 
None of these steps are formal targets, they evolve naturally. But, you will have formal targets that change greatly by the time you’ve doubled your performance. The first stage is to start taking certain goals seriously. Before, you knew you needed to get Send Outs, but never really tracked them carefully. One of the first goals to get serious about is your weekly goal for them. As soon as you start tracking you performance there carefully, you begin focusing on openings and introductions (Job Orders and Submittals). As time goes on, you’ll play with your numbers until you come to know exactly what activities must be engaged in to ensure $30,000 – 40,000 months, $100,000 quarters and a predictable $400,000 year.
 
Arriving at this place of doubling, you may find that you’re in no rush to double again, maybe because the new life your transformation has yielded is calling to you. Some real time off. A real vacation. Time spent with family or friends, comfortably and without worry about your business grinding to a halt.
 
Because before, you had transactions. Now, you have Key Accounts.
 
Are you tempted to set out on that path? Maybe you need guidance. Maybe you need coaching….

“Everyone needs a coach.” – Bill Gates

Eric Schmidt, Executive Chairman of Alphabet, Inc. (parent company of Google) agrees with Bill Gates, saying the best advice he ever got was to have a coach.
 
I humbly disagree.
 
NOT everyone needs a coach. To benefit from a coach actually requires a special mindset. There are many elements, from the ability to be taught, to the ability to take even fierce criticism and absolute opposition positively. It takes, if not extraordinary ego strength, then at minimum a strong sense of self, vision and dedication to one’s dreams. Ultimately, though, the greatest qualifier is burning, white hot ambition.
 
This point cannot be stressed too strongly. Anyone can benefit from a coach in a moment of humility, or teachability. The key here is simply – yet profoundly – the ability to learn from failures without losing sight of the victory at hand. The limiting factor preventing most people from benefiting from coaching is how short-lived most teachable moments tend to be.
 
The most frustrating thing my clients all experience before our work is their sense of unfulfilled potential.  They have strengths, and they know it, but those strengths are so often obstructed.  They have weaknesses and even know how to address them, but even still, the weaknesses show up again and again in seemingly infinite ways.

The simple bottom line is this.  All strengths will be opposed, but that opposition can be overcome.  All weaknesses will cause hindrances, but those hindrances can be overcome.  The key is this.  Strength must be strong enough to empower forward motion.  This is a binary judgment, and that is what most people can’t quite pull off.  Equally, weakness must be addressed, it must be learned from and transformed.

It would be easy to think this was a rational, logical, cognitive problem, but it isn’t.  It is indeed far more an emotional challenge, but that is not its actual basis.  Rather, it is most truly a spiritual problem.  In that moment of decision, our spirits flag, our faith evaporates, our will fades.

As a team, we’ll find the way to put strength to work right now – no new skills required, just focused, targeted application.  As a team, we’ll learn from failures by the most robust and powerful analysis and lesson search possible.  In these two ways, we will create impact for victory faster, deeper and more powerfully than by any other method.
 

Program info

Eric Schmidt, Executive Chairman of Alphabet, Inc. (parent company of Google) agrees with Bill Gates, saying the best advice he ever got was to have a coach.
 
I humbly disagree.
 
NOT everyone needs a coach. To benefit from a coach actually requires a special mindset. There are many elements, from the ability to be taught, to the ability to take even fierce criticism and absolute opposition positively. It takes, if not extraordinary ego strength, then at minimum a strong sense of self, vision and dedication to one’s dreams. Ultimately, though, the greatest qualifier is burning, white hot ambition, not only for one’s self but for one’s “family.”
 
This point cannot be stressed too strongly. Anyone can benefit from a coach in a moment of humility, or teachability. The key here is simply – yet profoundly – the ability to learn from failures without losing sight of the victory at hand. The limiting factor preventing most people from benefiting from coaching is how short-lived most teachable moments tend to be.
 
Something the great city of Las Vegas is famous for is instructive here. Ever since its creation by Bugsy Siegel, Las Vegas has been in a perpetual process of self-reinvention. [better example here???] A long-term, strategic relationship to a coach requires precisely the same dedication at the personal and professional level. You can ask any of my clients – or see their recommendations at LinkedIn – and you’ll find that my coaching abilities over such self-reinvention, and over the course of a lifetime, are unique in the world of coaching.

The Talent Broker Program

The Talent Broker Program is a three-month intensive 1-on-1 coaching program where I will personally guide you through the steps necessary to achieve your transformation from Executive Recruiter to Talent Broker.
 
We will speak once a week, with Learning calls alternating with Execution calls. The Learning calls are where we dive into the concepts, the strategies, and the tactics of Talent Brokers and apply them to your practice. The Execution calls are where we review your application and implementation of the previous week’s learning, fine tune your tactics, and ensure you are building momentum.
The Talent Broker Program is a three-month intensive 1-on-1 coaching program where I will personally guide you through the steps necessary to achieve your transformation from Executive Recruiter to Talent Broker.
 
We will speak once a week, with Learning calls alternating with Execution calls. The Learning calls are where we dive into the concepts, the strategies, and the tactics of Talent Brokers and apply them to your practice. The Execution calls are where we review your application and implementation of the previous week’s learning, fine tune your tactics, and ensure you are building momentum.
 
Between calls and every weekday you are in the program, you will engage in Twice-Daily Feedback Analysis. This consists of two emails you will send me every day, one in the morning before you start work, the other in the afternoon or evening upon completing the finishing.
 
The morning email is a simple call-out of what you intend to achieve that day based on the objectives we’ve set for you that week. The evening email is a report-in of what you did (or didn’t!) accomplish, with an analysis of what went right, or in the case of missing your mark, what went wrong. Your key in the afternoon is the THRILL OF VICTORY, or, the AGONY OF DEFEAT.
 
This is both an accountability protocol and a means of monitoring your progress continuously through the program. This is absolutely critical to your transformation, and possibly the one thing you should dedicate yourself to most passionately.
 
What you’ll witness as you watch yourself day by day, is a new type of learning, a deeper dedication to your own development and a renewed vision of all you can do. You’ll discover the true basis of your abilities, and you’ll place a firm foundation beneath your professional skill set. Perhaps most important, you’ll come to see your own strengths and weaknesses with the type of crystal clarity that all great performers must attain. You’ll come to know yourself, your work, and take charge of your effort and your future.
 
By the end of the main phase of the program, you will be equipped with knowledge and skills and the confidence to seize your place as Talent Broker and break through to $400,000.
 
My program isn’t a magic bullet. You can’t go from $200K to $400K overnight, or even in a few months, but it will yield the transformation necessary for you to get there. It will take between 18-24 months for you to go from $200,000 to $400,000.
 
As I mentioned, the main phase of the program is three months. From there, we will have monthly check-ins calls for the rest of the year.
 
And to track and analyze your results as you progress toward $400,000, we will also start tracking your performance numerically from day 1 using my proprietary metrics program, The Lock-On Report™…
Each working day you will engage in Twice-Daily Feedback Analysis. This consists of an email you will send me in the morning before you start work, and another in the afternoon or evening upon completing your work.
 
The morning email is a simple call-out of what you intend to achieve that day. The evening email is a report-in of what you did (or didn’t!) accomplish, with an analysis of what went right, or in the case of missing your mark, what went wrong.
 
Your key in the afternoon is the THRILL OF VICTORY, or, the AGONY OF DEFEAT.

3 months

1-on-1 telephone coaching sessions, once per week

Twice-Daily Feedback Analysis

Weekly performance metrics

Monthly check-in calls after program completion

This is both an accountability protocol and a means of monitoring your progress continuously through the program. This is absolutely critical to your transformation, and possibly the one thing you should dedicate yourself to most passionately.
 
What you’ll witness as you watch yourself day by day, is a new type of learning, a deeper dedication to your own development and a renewed vision of all you can do. You’ll discover the true basis of your abilities, and you’ll place a firm foundation beneath your professional skill set. Perhaps most important, you’ll come to see your own strengths and weaknesses with the type of crystal clarity that all great performers must attain. You’ll come to know yourself, your work, and take charge of your effort and your future.
 
By the end of the main phase of the program, you will be equipped with the knowledge and skills and the confidence to seize your place as Talent Broker and break through to $400,000.
 
My program isn’t a magic bullet. You can’t go from $200K to $400K overnight, or even in a few months, but it will yield the transformation necessary for you to get there. For the most dedicated students it will go faster, but for most it will take between 18-24 months to go from $200,000 to $400,000.
 
As I mentioned, the main phase of the program is three months. From there, we will have monthly check-in calls for the remainder of the year.
 
And to analyze your results as you progress toward $400,000, we will also start tracking your performance numerically from day 1 using my proprietary metrics program, The Lock-On Report

ROI

I have worked with Pat since 1996 and no client, candidate, AE or PC has been responsible for helping me put as much money in my pocket during this 20-year stretch as Pat Scopelliti.”

Paul Millard

The Millard Group

I used to be quite humble. But this was an error of youth. So, allow me to be blunt:
 
When you start the Talent Broker Program, you are hiring the best coach in the industry. You are paying for the best possible outcome. You are investing into a transformation.
 
The goal is in the name of the program: Doubling your billings from $200,000 to $400,000. If you bring the right attitude, the right work ethic, and the right follow-through on what I will guide you to do, I’m confident you will join the ranks of the people I’ve coached to achieve that fantastic success.
I used to be quite humble. But this was an error of youth. So, allow me to be blunt:
 
When you start the Talent Broker Program, you are hiring the best coach in the industry. You are paying for the best possible outcome. You are investing into a transformation.
 
The goal is in the name of the program: Doubling your billings from $200,000 to $400,000. If you bring the right attitude, the right work ethic, and the right follow-through on what I will guide you to do, I’m confident you will join the ranks of the people I’ve coached to achieve that fantastic success.
 
The return on your investment is more than just billings. IN fact, there are three stages of return for a recruiter who works with me.
 
Stabilization, Growth, Transformation/Doubling.
 
Stabilization: I’ve served recruiters who merely stabilized their practice and found the work to be fantastic. In this mode, our work tends to be rightly short term, which keeps the cost low, and if the fundamentals are put in place, this base-level stabilization can extend forward for years and years: a small stint of change and accountability, rapidly and happily concluded, and then remaining as a basis of secure performance as never before. It’s essentially impossible to calculate the percentages in ROI.
 
Growth: Growth takes that ROI to unbelievable places. I’ve helped individual performers up to and over the $1,000,000 per year mark in billings. I’ve helped countless small teams first stabilize and the commence hiring, building performance foundations that empower growth to any size my client is motivated to create.
 
Transformation: Be it growth of individual billings, or productive team sizes, our takeoff point is always measured in doublings. The doubling from $200k to $400k is simply the first of however many my client may desire. And be clear, just once, but once that is at that time able to be stabilized leads to a total transformation in every aspect of my client’s life.
 
I invite you to read the testimonials of the wonderful people I’ve coached below. You’ll find each testimonial is attributed to someone with first name, last name, and company because these are real people who are happy to discuss the amazing things we’ve achieved together.
 
If you’re ready to join them in a grand transformation, click below to schedule an introductory call. Nico will give you a ring and you'll discuss what's holding you back from doubling your billings from $200K to $400K.
The return on your investment is more than just billings. In fact, there are three stages of return for a recruiter who works with me.
  • Stabilization,
  • Growth,
  • Transformation/Doubling.
Stabilization: I’ve served recruiters who merely stabilized their practice and found the work to be fantastic. In this mode, our work tends to be rightly short term, which keeps the cost low, and if the fundamentals are put in place, this base-level stabilization can extend forward for years and years: a small stint of change and accountability, rapidly and happily concluded, and then remaining as a basis of secure performance as never before. It’s essentially impossible to calculate the percentages in ROI.
Growth: Growth takes that ROI to unbelievable places. I’ve helped individual performers up to and over the $1,000,000 per year mark in billings. I’ve helped countless small teams first stabilize and then commence hiring to build performance foundations that empower growth to any size my client is motivated to create.
 
Transformation: Be it growth of individual billings, or building profitable teams, our takeoff point is always measured in doublings. The doubling from $200k to $400k is simply the first of however many my client may desire. And be clear, just one doubling that is stabilized leads to a total transformation in every aspect of my client’s life.
 
I invite you to read the testimonials of the wonderful people I’ve coached below. You’ll find each testimonial is attributed to someone with first name, last name, and company because these are real people who are happy to discuss the amazing things we’ve achieved together.
 
If you’re ready to join them in a grand transformation, click below to schedule an introductory call. Nico will give you a ring and you'll discuss what's holding you back from doubling your billings from $200K to $400K.

 

Pat diagnosed my situation, worked with me to engineer my vision, turn it into a plan. He worked on my communication style, sales skills... He is the whole package! There is no investment I made in myself or my business that gave me a higher return on investment.”

Mike Gionta

The Hudson Consulting Group

Bonus: The Lock-On Report

I’ve been teaching metrics to recruiters since 1994. I believe there is no more powerful way to track, visualize, and analyze recruiting activities and results than the Lock-On Report.

We will keep a close eye on your performance throughout the program, as well as in the monthly check-in calls afterward.
 
We will keep you on track to your first $100,000 quarter, and then consistently hitting that level of performance in following quarters.
Included in your program is a year’s subscription to the Lock-On Report™ (Value: $650)
I’ve been teaching metrics to recruiters since 1993. In the time since, I’ve never found a more powerful way to track, visualize, and analyze recruiting activities and results than the Lock-On Report™.
We will keep a close eye on your performance throughout the program, as well as in the monthly check-in calls afterward. We will keep you on track to your first $100,000 quarter, and then consistently hitting that level of performance in following quarters. 
Pat is not only the top Executive Coach in the Recruiting industry, he is a visionary in developing systems to Monitor Performance and then having the ability to make decisions that could impact that Performance through the Lock-On Report™.”

Jon Bartos

Jonathan Scott Intl.

our clients Say

KARL DINSE
Management Recruiters of 
Sacramento
MIKE GIONTA
The Hudson Consulting Group
FRANK BLACK
 Market Research Alliance
MARK REDNICK
  SC Dallas
JIM DYKEMAN
National Executive Search Nutraceuticals & MLM
ANDY MILLER
  BrainWorks, Inc.
HERSCHEL GURLEY
  WH Gurley & Associates
DAVID KUSHAN
  Healthcare IS

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With the right tool and strategy, and the right guidance to get you there, $400K is within reach.
Schedule a call now to diagnose your situation, engineer your vision, and build a plan.
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MEI Search Consultants
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 WorldBridge Partners
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 Jacobs Executive Advisors
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WorldBridge Partners
JIM LUZAR
SC Brookfield
DAVID K. SCHNEIDER
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CRAIG PICKEN
  Northstar Group
BERT MILLER
Protis Global
VERN DAVIS
 Protis Global
JON BARTOS
  Jonathan Scott Intl.
PAUL MILLARD
  The Millard Group
SCOTT WITKIN
 Elevation Search
MARY BURBACK
 Process Retail Group
CRAIG MILLARD
 The Millard Group
TONY STANOL
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 The Birmingham Group
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What's Holding *YOU* Back?

SCHEDULE CONVERSATION
You make good money as an Executive Recruiter. But if you're not building the kind of wealth and freedom you believe you're capable of, then something's holding you back. Let's figure out what that is.
 
Click below to bring up the calendar and select a time that works. My son and business partner, Nico, will call you at the time you select. Nico has been supporting me in coaching our clients for 16 years so he knows a thing or two. You'll discuss your history as a recruiter and your success so far. He's a busy guy and his availability is limited, so please schedule your call now. Together you'll identify the obstacle keeping you from doubling your income.

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