Building an In-House Recruiting Engine: From C-Players to World-Class Teams

Relying on third-party staffing agencies and gut-feel interviews is the fastest way to bloat your payroll with C-players. Leslie Hunt shares how building an internal recruiting pipeline cut six-figure placement fees while elevating talent across the entire organization.

Leslie Hunt is the Head of People and Culture at Bateman Collective, where she has spent five years helping scale the company from 3 employees to an elite, data-driven organization. She specializes in building internal recruiting pipelines, screening for core values, and structuring employee net promoter score (eNPS) systems.

Eliminating $30,000 recruiter fees by building an internal headhunting engine that sources top 1% candidates directly

The 28-day hiring framework that forces managers to build 30/60/90-day roadmaps before posting a position

Why LinkedIn Recruiter out-performs Indeed by 4-to-1 when sourcing high-caliber, experienced operators

Using the Predictive Index and Cognitive assessments to predict on-the-job learning speed and culture fit

The "Hook Call" strategy for pitching passive candidates who aren't actively searching job boards

Mining employee networks on LinkedIn to turn single hires into high-performing referral clusters

The businesses scaling fastest aren't settling for good-enough applicants. They are engineering strict recruiting filters that make A-player talent predictable.

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