Exemples de lead magnets LinkedIn en recruitment

4 jours pour te lancer sur Claude Code. Gratuit. 1 session d'une heure, du lundi au jeudi. J'ai passé +200h sur Claude Code et accompagné +20 indépendants et entreprises. La semaine prochaine, je te donne les clés, les concepts essentiels pour te lancer. Du lundi 4 au jeudi 7 mai, 4 sessions live de 7h30 à 8h30. Format simple : 20 minutes de présentation, 40 minutes de Q&A. À la fin de la semaine, tu seras à l'aise pour démarrer, tu sauras pour quoi t'en servir, et tu connaîtras les grandes étapes pour construire ton système IA. Le programme : Jour 1 - Lundi : Passer le pas Prendre Claude Code en main dans l'interface Desktop, et les fondamentaux pour bien démarrer (dossiers, plan mode, premiers réflexes...) Jour 2 - Mardi : L'importance du contexte L'IA n'est pas bête, elle manque juste de contexte. Comment lui en donner pour qu'elle bosse comme toi. Jour 3 - Mercredi : Les skills Transformer tes process récurrents en commandes que tu relances d'un mot. Jour 4 - Jeudi : Les agents Pourquoi un seul Claude ne suffit pas, et comment construire ton équipe IA spécialisée. Tu ne peux pas venir un jour ? Pas grave. J'envoie les replays chaque jour à tous les inscrits. Pour participer : 👍 Like ce poste ✍ Commente ce que tu veux 🤝 Envoie moi une demande de connexion Je t'envoie l'invitation en message privé. Back to work ! ✌

Il a demandé une augmentation de 150€. Son manager lui a dit non. Il est parti. Pour le remplacer ils ont dépensé : — 3 mois de recrutement — 2 mois de formation — 6 mois avant que le nouveau soit autonome Et un salaire 600€ plus élevé que le sien. Pour refuser 150€. C'est le calcul que certaines entreprises ne font jamais. Garder un bon élément coûte toujours moins cher que le perdre. Toujours. Mais on préfère dire non à une demande raisonnable. Et découvrir le vrai coût de cette décision 6 mois plus tard. Les bons éléments ne partent pas pour l'argent. Ils partent parce qu'on leur a prouvé qu'ils ne comptaient pas vraiment. 150€ c'est un chiffre. Le message derrière c'est autre chose. Et si tu es en pleine recherche d'emploi, j'ai regroupé toutes mes stratégies de recruteur dans le Kit du Candidat. (C'est gratuit, le lien est en commentaire) #collaborationcommerciale

I had a call last week with a recruitment firm who've been paying for Microsoft Copilot for 6 months and have nothing to show for it. They're using it to write InMails, tidy up candidate summaries, draft follow-up emails. It saves them maybe 10 minutes a day. Whilst the efficiencies feel good, but when I probed deeper, they've seen no new business, no pipeline impact and no commercial ROI whatsoever. I showed them what happens when you use the same technology differently. We took a job that had been open for 30 days and ran it through a custom prompt. Out came a research report on the company's hiring challenges, their competitors, and the market signals that explain why the role is still open. Then a targeted shortlist of candidates based on those signals. Then identified the likely hiring manager(s) and a personalised outreach message that referenced something specific and intelligent about the prospect's hiring challenge. This was using the same technology but got a completely different outcome than they were used to! The 1st approach saves you 10 minutes (everyone is getting this benefit right now) The 2nd approach means you walk into a conversation with more insight than most consultants bring to a paid engagement. The client doesn't just reply, they ask how you knew all that! Most recruiters are using AI to do the same job slightly faster. The ones who are winning are using it to do a completely different job. - Research companies and individuals before you've even picked up the phone. - Identify hiring and movement signals that aren't available in Job specs and LinkedIn profiles - Build outreach that makes you sound like you've been studying their business or career for weeks. Say what you want about AI, but it gets way more exciting when it brings in actual business! PS. We're running 2 x application only LIVE workshops in April where I will be showing recruitment founders and leadership teams this process in action. Comment "AI" and I will send you a link to apply...

I’m super happy to announce… I’ve decided to launch the best talent community the world has ever seen! Welcome to the 𝐈𝐧𝐭𝐞𝐫𝐧 𝐒𝐡𝐢𝐩 𝐓𝐚𝐥𝐞𝐧𝐭 𝐍𝐞𝐭𝐰𝐨𝐫𝐤! Join to get access to a hidden job market and more human first IRL hiring experiences. This is personal for me. When I started the Intern Ship, I was a University Recruiter at Intuit helping students land jobs there. Which meant every time someone walked up to me at one of my Intern Ship events asking me to help them find a job - I had to tell them “Oh sorry I can only hire for Intuit.” Which often times wasn’t even hiring yet. That happened A LOT. It was literally one of the biggest reasons people kept coming to my events - they wanted to meet recruiters. I heard them loud and clear. I just couldn’t do anything about it. UNTIL I LEFT. Now that I’m free from corporate and any conflicts of interest I’m locked in to helping my community find more opportunities. Drop a 🛳️ in the comments, like and I'll send you the link to join. Follow me so I can send you a DM!

REPORT COMING. HERE'S SOMETHING BETTER - https://lnkd.in/gSNRbebB I fed Claude 4.6 everything I know about LinkedIn. What it spat out gave me chills. 5,000 words of LinkedIn Gold Want it? 1) Comment 4.6 2) In 24 hours I'll add link to the post 20 files. 850+ clients. $172M in results. My entire second brain. One AI. I pointed it at 3 real clients: Bill — recruiter. Booked out for weeks. Bec — <2,000 followers. 1 post 20 leads Ehsan — Career coach. 5 meetings per post. Same system. Same results. 19 engines scored every profile 85+. This is what world-class LinkedIn looks like. Want it? 1) Comment 4.6 2) In 24 hours I'll add link to the post

𝗢𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺𝗲𝗱 𝗯𝘆 𝘁𝗵𝗲 𝗔𝗜 𝗯𝘂𝘇𝘇 𝗶𝗻 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁? You’re not alone. The recruitment world is changing faster than ever. New tools, new algorithms, new platforms — it’s exhausting just trying to keep up. But here’s what nobody tells you: It’s not about using every new tool. It’s about using the 𝗿𝗶𝗴𝗵𝘁 tools the 𝗿𝗶𝗴𝗵𝘁 way. I’ve seen agencies pour time and money into the latest shiny tech — only to find their outreach feels 𝗿𝗼𝗯𝗼𝘁𝗶𝗰, 𝘀𝗽𝗮𝗺𝗺𝘆, 𝗼𝗿 𝘄𝗼𝗿𝘀𝗲, 𝗶𝗴𝗻𝗼𝗿𝗲𝗱. Meanwhile, the recruiters who are winning? They focus on 3 things: 1️⃣ Building authentic relationships 2️⃣ Using data and AI to 𝘄𝗮𝗿𝗺 𝘂𝗽 prospects, not just blast cold messages 3️⃣ Mastering multi-channel outreach that actually engages people where they already are Forget cold calls that get hung up on or emails that vanish into inbox black holes. Instead, imagine a recruiting process where: ✅ You know exactly who to talk to and when ✅ Your messages feel personal, not automated ✅ Your calendar fills up with real, high-quality meetings That’s what modern recruiting looks like. And it’s possible. If you’re tired of feeling behind, let’s fix that. Want the exact strategy that helped us triple our meeting rates — without making a single cold call? 👇 Comment “tool” below & send me a connection request Don’t miss out on a smarter way to recruit — let’s get you ahead today.

Truth time. Is your BD feeling harder than it used to? You’re not imagining it. If I had a dollar for every founder who's said to me lately, they just can’t figure out their BD, I’d be in a hammock on glistening white sands. 🏝️ There were seismic shifts last year. ↳ AI went from playground to rewriting who's winning ↳ LinkedIn rolled out its most aggressive changes ever ↳ Hiring managers are done with constant outreach bombardment And you’ve felt it. Posts getting less traction. Outreach going quiet. AI making the whole thing more confusing. But here’s what’s interesting. 👏 Clients are still hiring. And still looking for great recruitment partners. 🥇We just need to help them find you first. I get a front row seat to what’s working through my members. I see who’s pulling ahead and exactly how. Easy from where I sit! Not so easy when you’re flat out running your business. So, to make it easy for you, I created The New Client Intensive - everything working right now, bundled into a 90 day step-by-step fast track, with 💪 AI baked in to do the heavy lifting. ⏰ Just a few hours a week. Honestly, I just want to give you the straightest path to 1-3 extra placements a month. 💯 No result – no fee. Zero risk. DM me ‘NEW CLIENTS’ and I’ll send you the Early Bird discount and info (valid 7 days only) 🚀 Let’s get some life back in that pipeline.

I calculated my freedom number in January 2023. We were 40 staff at Hoxo. Growing fast, reinvesting everything, building what we thought would be an exitable business one day. On paper it looked like the plan was working. Quietly, I was miserable with the direction it was going. I didn't enjoy the model we were building, but I assumed it was what my business partner Amar wanted, and I didn't want to let him down by saying it wasn't the path I was excited by. What I didn't know was that he was having the exact same thoughts. He thought it was what I wanted. In January 2023 we sat down to plan the year ahead and we both said it at the same time. We didn't want to sacrifice our lives now, pour all of our money back into the business, and hope that one day somebody would buy it. So we redesigned everything. Less headcount, less stress, more money in our pockets, and a much clearer goal around financial freedom. We worked out that if we gave it 10 years, ran a lean, high-margin business, and invested the profits properly, we'd end up in the same place as an exit without the pressure of scaling headcount and hoping the business was sellable. We essentially calculated a number that we could live on passively in 10 years, and we're now working towards it every single year. - Is it as ambitious as some people? No. - Does it mean we have to grow 200% a year? No. It means we have to make a certain amount of profit, reinvest it wisely, and freedom will come. It's pretty liberating when you stop chasing someone else's version of success and start building towards your own number. On today's episode of The RAG Podcast, I'm interviewing Christian Mather, and this is exactly what he does. He helps recruitment founders work out the business model they actually want, what their freedom number is, and how to get there without having to sacrifice everything along the way. If yesterday's post about the 0.3% stat made you think, this episode will give you the framework to actually do something about it. Full episode out now! Link in comments.

NEVER write cold emails manually again... Grok-4 prompts replace your entire cold email writing process. I just built a prompt library with 20 industry-specific prompts and Instantly.ai integration. Including lead filters, enrichment setup, and prompts for recruiters, e-commerce, real estate, SaaS, and agencies. What's inside: 1. Deep LinkedIn-based personalised first line prompt 2. Career progression recognition line prompt 3. Company mission focus personalisation prompt 4. Recruiter cold email using pipeline pain prompt 5. Recruiter follow-up focused on simplicity prompt 6. Recruiter credibility follow-up without social proof prompt 7. E-commerce website issue cold email prompt 8. E-commerce follow-up focused on missed revenue prompt 9. E-commerce conversion improvement angle prompt 10. Real estate personalized first line from local context prompt 11. Real estate cold email focused on consistency prompt 12. Real estate follow-up based on timing prompt 13. Sales job listing growth cold email prompt 14. Job listing follow-up focused on new hires prompt 15. SaaS founder cold email based on product focus prompt 16. Ultra-short pattern interrupt email prompt 17. Loom video offer prompt with context 18. Warm referral-style cold email prompt 19. Breakup email with polite closure prompt 20. Prompt optimiser for any offer Comment "GROK" and I'll send you the library.

Most recruiting firms have a "leaky bucket" problem. 🪣 You’re already spending thousands on: • Job boards • Paid ads • Optimized lead forms But there’s a silent ROI killer that most agencies ignore: Response Time. In 2026, the "Speed-to-Lead" rule is absolute. Candidates are applying to 5+ roles at once. If you aren't the first to call, you’re already in second place. Let’s look at the math: If you generate 100 applicants per month but delay follow-ups on just 30% of them... That is 30 potential placements walking out the door. 📉 This is why top-tier firms are moving toward AI Voice Agents for first-touch conversations. The Shift:  1️⃣ Every inbound call answered in < 5 seconds.  2️⃣ Candidates screened automatically based on your criteria.  3️⃣ Qualified talent sent directly to human recruiters. The Result: Your team stops acting like telemarketers and starts acting like career consultants. Recruiters only talk to ready-to-move talent. No more "leaky buckets." 💬 Want to see a real ROI breakdown? Comment “ROI” below and I’ll send it over.

I told a lawyer to post on LinkedIn. She said: "I don't want people judging me." I asked: "Who exactly are you worried about?" She went quiet. Then she said: "Random people I went to law school with. Former colleagues. People who'll think I'm trying too hard." I said: "Do any of those people pay your bills?" "No." "Do any of them send you clients?" "No." "Do any of them actually matter to your business?" "…No." "Then stop being scared of being judged by losers." She posted the next day. 30 days later, she signed a major client who found her on LinkedIn. Her story isn't unique. It's just rare because most people stay hidden. Here's what nobody tells you about professional visibility: The people criticizing you aren't building anything. The people judging you aren't risking anything. The people laughing at you aren't creating anything. Meanwhile: Your future clients are searching for experts like you. Your ideal collaborators are looking for your exact skillset. Your next opportunity is trying to find you. But they can't. Because you're hiding. Not because you don't have expertise. But because you're worried about people who don't matter. I spent 10 years invisible. Zero revenue in 2020. Started posting consistently. (out of sheer desperation) 272K followers later, my business runs on a waitlist. Not because I'm special. Because I got visible to the right people. VISIBLE PRO™ launches on Monday. 30 days to strategic visibility. For professionals who want to finally be recognized for their expertise. This is not for influencer wannabes. DM me "VISIBLE" for early access. Or join the waitlist here: shulinlee.com ♻️ Repost if someone in your network needs to hear this. See you inside. - Shulin Lee 💛

I wrote an entry-level job description that asked for 5+ years of experience 😭 So a hiring manager pulls me into a meeting. “Entry-level software engineer. No experience required.” Beautiful. I write the JD in 20 minutes. I send it over for review. They email back mid-skydive: “Looks great. Just add 2+ years to filter out the noise.” Me: “Wait don’t you think you should look at this more closely after your skydive?” Manager: “Toooo Laaateeee.” Fine… Done. I send it back. They email back while wrestling an alligator: “Actually make it 3+. And add Python, Java, SQL, and React.” At this point I trust they’re a great multi tasker. I send it back. They email back from the back of a police chase: “Bump it to 5+ years.” I reply, “This is an entry-level role.” They reply, “Right. Entry-level with 5+ years of experience.” I looked at the JD. It was basically for a Staff Engineer paying $55K. I was about to push back. Then my cat walked across my keyboard. The JD went live. If you’ve ever applied to an “entry-level” role that wanted 5 years of experience and a PhD in rocket science— I’m sorry 😭 That might’ve been mine. Comment “I forgive you” so I can heal.

A recruitment founder with 100 staff and £13m in revenue just told me he's building a tool that could replace his own team. And he's doing it on purpose. David Bloxham said something on today's episode of The RAG Podcast that made me feel uncomfortable... He's building an AI tool that gives clients the same level of service his recruiters deliver, but at a lower cost. When I asked him if that could cannibalise his own business, he didn't flinch. He said yes. But then he said he believes it could do that to every recruitment agency, not just his. Essentially, he'd rather be the one building the thing that disrupts the model vs the one watching someone else do it.. Most recruitment founders I speak to are still debating whether AI is a threat or an opportunity. David is past that conversation. He is actively building the tool that could replace the way his own team operates and he is doing it on purpose because he'd rather control the transition than get caught on the wrong side of it. That takes a very specific kind of conviction. Or a very specific kind of madness. I am still not sure which one it is 🤔 What I do know is that this episode is worth watching whether you agree with his approach or not. Because the conversation about AI in recruitment is moving from "should we use it" to "what happens when our clients can use it without us." And that is a very different question. Full episode out now via link in comments.

Tu galères à être visible quand tu cherches ton premier job de dev ? Tu n’es pas seul. La majorité des juniors postulent en silence, alors que les recruteurs passent leur temps à chercher… en visibilité. Alors on va faire simple. Si tu es développeur junior (ou en reconversion), commente ton CV juste en dessous. Ajoute ta stack, ton niveau, et ce que tu cherches (CDI, alternance, freelance). Je veux que ce post devienne une vitrine pour les recruteurs, les CTO, les freelances qui cherchent un binôme ou une pépite à former. Tu n’as rien à perdre. Tu as tout à gagner en te rendant visible. Les opportunités ne tombent pas du ciel. Elles tombent dans les commentaires.

Purpose still needs good hires. I think that gets missed. An organisation can have the right values, the right mission and a genuinely useful reason to exist. It can still get stuck without the right people in finance, HR, operations, governance or leadership. That is why I like what Paul Hill is building with Mission Search. It is a specialist recruitment business focused on mission-driven organisations, helping purpose-led employers hire across the roles that keep everything working. That has real value. Good intent on its own is not enough. You still need people who can lead well, make good decisions and help a business or organisation grow with substance. For these reasons I truly celebrate that Mission Search has joined the Play It Green | B Corp™ community. I like the fact Paul has linked the partnership to North West Air Ambulance Charity too. It is a brilliant charity and one that means a lot across our region. Play It Green recently caught up with Paul to find out more about his amazing business. You can read the full conversation using the link in the comments below. I’m Richard, the neurodiverse founder of Play It Green, helping businesses build commercial value through sustainability, nature repair and social impact. If that sounds like your kind of thinking, let’s talk.

"There is more to life than being in the boardroom for 40% of the week and engaging with meaningless meetings." That is Jon Woolley talking about why he left a recruitment business he had spent a decade building. 40% of his time was managing people. Not billing. Not building relationships. Not doing the thing he was actually good at. Managing people who didn't always care about it the way he did. So he left. 3 weeks before his wife had their third child. Started from scratch with £30,000 in savings and a niche called "Industrial automation". I asked him what all of that management time taught him about himself as a leader and his answer was refreshingly honest. He said he finds it really difficult when people don't do it exactly the same way, or when they just don't care as much. Most founders think that but won't say it out loud. The thing that fascinates me about Jon's story is that the commercial upside came after he chose the lifestyle, not before. He didn't build a big business and then step back. He stepped back first, built something around his family, and the numbers followed. Year 1 was tough as it took 3 months to land his first deal. He suffered with constant self doubt and found himself asking everyone around him whether he was making a mistake. In Q1 2026 (start if yr 3) he has billed $350,000 a quarter. Solo. From a farmhouse in Staffordshire working just 25 hours a week to be close to his wife and kids. I am obsessed with building businesses that support lifestyle goals, and Jon's story is one of the best examples I have come across. Full episode out NOW. Link in comments to listen or watch!

Did you already say hello to Eleanor — EVA's new "AI hire" who lives and breathes #Talent and #WorkforcePlanning? 👉 Chat with her 24/7 clicking here now: https://lnkd.in/d7kMBXed ----- She... ➡️ listens to your real-world headaches (slow hiring, messy mobility, runaway costs, headcount chaos) ➡️ pinpoints the actual bottlenecks ➡️ shows you — clearly and honestly — which parts of EVA.ai will fix them ➡️ hands you a next step that makes sense for your company, not some generic demo script Curious and want to beta-test this exact tech inside your own recruitment, employee engagement or talent ops use case? DM me "I want in on the voice beta”.