The Elite Recruiter Podcast

Firm Leaders Summit (November 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com Atlas, the CRM that actually understands context: https://recruitwithatlas.com/ Well Oiled Machine, proven offshore recruiters you pay directly, no middleman: https://www.welloiledmachine.co/ Part 2 of 2. Part 1 gave you the first three steps of the offshore playbook: function, region, and compensation. This is where it gets real. Steps four and five, finding the person and supporting them, which Greg Fischer says is where most of the 7 out of 10 failures actually happen. Greg says the quiet part out loud early: you do not need a firm like his to do this. Then he shows you how. The best offshore talent does not apply to job ads, the same thing you tell your own clients. Skip Upwork and onlinejobs.ph entirely. Headhunt on LinkedIn with Boolean searches, and learn the local titles first, because a great recruiter in Mexico might show up as headhunter or reclutador. Greg interviewed 32 candidates before making his own first hire, and he walks through the 3-step interview process he recommends, including why a true solo should bring in an outside advisor for round two, and the practical assessment that exposes a weak candidate before you pay them. Then the step everybody treats as an afterthought. Support. The 30, 90, and 180-day milestones you map before you hire, including the quantitative floor Greg uses, like 12 submissions from a sourcer by day 90. Weekly meetings built around roadblocks. Why your international hires belong in the all-hands, the engagement survey, and the quarterly roadmap. Plus the question I could not stop thinking about afterward: what your offshore team figures out about you in their first week that you do not know about yourself. Greg's answer involves the biases they quietly spot, and the lifeline exercise he uses to build real connection with every hire. Steal that one even if you never hire internationally. And the case study. A solo biller doing $650K, completely burnt out, no time to work on the business. His first offshore recruiter billed $120K in placements within 4 months, as Greg tells it. The second billed $60K in her first 60 days. He is now on hire number four, on pace to more than double his best year, and went from solo operator to running an actual firm. What You'll Learn: Where to actually find top offshore recruiters and the job boards to avoidThe 3-step interview process and the practical assessment that filters out the bottom halfThe one interview question that reveals how a candidate thinks about performanceResume red flags a US owner will not recognizeThe 30-90-180 day milestone map to build before you ever make an offerWhy BD and client-facing work usually stays onshore, and the $800K exceptionThe lifeline exercise that builds loyalty with any hire, offshore or not Missed Part 1? Go back for the first three steps and the real 2026 salary numbers. Connect with Greg Fischer: https://www.linkedin.com/in/offshoreisasuperpower/ Well Oiled Machine: https://www.welloiledmachine.co/ Firm Leaders Summit (November 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com Atlas: https://recruitwithatlas.com/ Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community Newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe

Firm Leaders Summit (November 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com Atlas, the CRM that actually understands context: https://recruitwithatlas.com/ Well Oiled Machine, proven offshore recruiters you pay directly, no middleman: https://www.welloiledmachine.co/ Part 1 of 2. I lost thousands trying to offshore. Did every single thing wrong, swore it off, and avoided this topic for two years. Then I sat down with Greg Fischer, who built an 18-person international team inside his own firm while scaling it from $1 million to $4.2 million, and recorded the conversation I wish I had before I spent a dollar. Greg says 7 out of 10 firms that try offshoring end up worse off than if they had never started. Not because the talent is not there. Because they skip the playbook. This is the first half of that playbook, and it covers the first three steps: function, region, and compensation. We get into why "I want a cheap recruiter" is already the failure, and what to hire for instead. Greg breaks down the full menu, sourcers, researchers, 180s, 360s, and SDRs, and why a dedicated sourcer behind a solo biller doing $400K to $600K has produced a 30 to 50 percent revenue lift within a year, as Greg tells it. He also shares why a sourcer hire works about 8 out of 10 times while the admin assistant hire most owners start with works about 3 out of 10. Then the part nobody says out loud: the big firms are already doing this. Greg estimates 80 to 90 percent of the major players have international practices, and about half of boutique firms in the $1M to $3M range have at least one international team member. You just do not see it on LinkedIn. The compensation section alone is worth the download. Real 2026 numbers, not vendor markup numbers. What a sourcer in the Philippines actually earns. What a LATAM associate recruiter costs. What a true A player who closes $500K a year expects in base and commission. Plus the PTO mistake that insults candidates before they start, and the payment platforms Greg recommends and the two he would avoid. What You'll Learn: Why 7 out of 10 firms fail at offshoring and the one word that separates the 3 that succeedThe five-role menu and which role a first-timer should never start withThe rainmaker math: what a dedicated sourcer does to a solo biller's revenueGreg's region cheat sheet: Philippines, LATAM, and South Africa, and which jobs go whereThe 50 percent overlap rule for time zones and why 4 hours is the floorReal 2026 salary bands for offshore sourcers and recruiters, base and commissionHow to structure commission, PTO, and payment setup without getting burned Part 2 drops right after this one: headhunting the person, interviewing them, managing them, and the case study of a burnt out $650K solo biller whose offshore hires changed his firm. Connect with Greg Fischer: https://www.linkedin.com/in/offshoreisasuperpower/ Well Oiled Machine: https://www.welloiledmachine.co/ Firm Leaders Summit (November 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com Atlas: https://recruitwithatlas.com/ Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community Newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe

Tom Kosnik, founder of the Visus Group, advises staffing and recruiting leaders on growth and organizational strategy. He breaks down the journey from $1M to $25M, revealing how owners must evolve, why more sales calls are no longer enough, and how AI, marketing, personal brands, A-player hiring, and stronger operating systems are reshaping scalable firms.

Matthieu Beaurain, a French executive search entrepreneur, grew Lincoln from four people into a 230-person international firm generating roughly €50 million annually. He discusses buying the company back to regain independence, expanding across global markets, and moving his family to Shanghai. He also explores talent-first recruiting, Talent Lifetime Value, preserving local brands, and scaling while staying active in search.

David Dickey, a former Marine officer and founder of an aerospace and defense search firm, shares his path from government contracting to premium recruiting. He discusses why headquarters roles beat contract seats, overcoming fear around executive search, and building authority on LinkedIn. He also reveals how hiring his stepson, embracing AI, and refining operations put him on pace for $1 million.

John Ruffini, a recruiting trainer, mentor, and author with 30 years in the field, tackles the mystery of a quiet desk. He explores pipeline forecasting, interview-stage math, strategic referrals, persistent follow-up, objection handling, and competitor tracking. He also shares practical calling routines, screening disciplines, and ways AI can support recruiting without replacing human relationships.

Brooke Weinert, founder and CEO of Mount Indie, built a cleared recruiting firm after a shared layoff. She discusses launching Shadow Labs, turning recruiter training into a growth engine, and creating Evergreen partnerships for unpredictable hiring surges. She also explores client-readiness scoring, content marketing, EOS, delegation, and building a mission-driven business without traditional sales.

Alex Papageorge, recruitment entrepreneur and founder of Super Recruiter, reveals how he built an AI-native firm on Azure with agents named Donna, Sunny, and Mina. They explore why connected data beats isolated tools, how AI agents support recruiting without replacing human connection, the surprisingly low infrastructure costs, email deliverability, and why firms must sell measurable outcomes instead of labor.

Bodie Nowak, a Dallas-based construction and AEC recruiter with 18 years of experience, shares how he and one partner built Blackwood Partners into a nearly $2 million firm. He revisits a brutal $11,250 rookie year, an oil-and-gas collapse, and rebuilding from zero. He also discusses contingency strategy, disciplined execution, partnership, resilience, and why staying small can be a superpower.

Dante Nino, co-founder and Managing Partner of Tiello, helps recruiters break through the $300K ceiling. He explores specialization, ideal client profiles, industry pods, recruiter scoreboards, and growing wallet share within existing accounts. Learn how premium client partnerships, stronger candidate pipelines, and focused account strategies can turn a solid desk into a $500K-plus business.