The Affordable Recruiting
Solution for Small Businesses.

Awesome! Watch the demo video to get an understanding of the details. Then you will be prompted to sign up!

After you sign up and pay, you will receive several onboarding emails including the agreement to sign, next steps, and then an introduction to your recruiter.

Having multiple postings is a great strategy but if you post too many at once, or refresh too many at once the major job boards will sniff that out and it will hurt you more than help you.

We are in a labor shortage. We are not trying to discourage job seekers from applying at this time. We want to cast a wide net and get as many applying as possible. The good news is that we will be kissing the frogs- not you.

This position will attract more applicants than any other title. The data tells us job seekers apply to positions that are simply worded and that they understand. I have a legit aspirant that has applied to be a receptionist. I also had an aspirant that is now an agent that had applied to Customer Service Representative. Personally, I would have never applied to “Insurance Account Rep”. I was an infantry Marine and wasn’t even done w/ my Criminal Justice degree. I didn’t think I was qualified to do what you do.

There’s a decent % of the job seekers that are using this in their search

criteria when they are cruising the major job boards. They put in their preferences but that doesn’t mean they aren’t open to working in-office. If you don’t have a posting that leverages the word remote you will not show up in their searches and will limit your applicants. Lastly, if you do run into a great candidate that is asking for remote options we always recommend you have a conversation around how that might look- even if it isn’t immediate or fully remote.

We encourage you to leave it alone. Feel free to snoop around, but please don’t try to assist with invites, refreshing, or anything else. What we do there is very intentional and strategic. When agents try to help they often hurt their situation.

We’re going to post a range of compensation that reflects what the candidates are going to tell you what will happen if hired. The candidates will claim they will be successful and hit the goals laid out. We will show the range of compensation that candidates will make if they do what they say they’re going to do. Your guarantee is what will be paid if the candidate doesn’t sell, or do anything besides show up. If you post your minimum you will decrease the volume of applicants because they will have a flawed sense of what they are able to make while working for you.

Yes, and no. As you know, this is a continuous recruiting service. It isn’t a headhunting service. It isn’t something that is turned on and off. It is kind of like insurance... someone actually described this as “insurance to not suck”. We all know the worst time to go to the grocery store is when you’re hungry because you make BAD decisions and it gets EXPENSIVE. The same is true with recruiting. The worst time to recruit is when you need a body (you make bad decisions and that gets expensive). Typically, we see some of the best hires come from times when an agent is at full capacity because they are naturally more selective and picky. Your recruiter’s efforts do not change regardless of your capacity. What can change is what we allow to sit in front of you. You can choose to protect your time and ask your recruiter to be more selective with who we allow to interview with you.

Yes, BUT through consistency and time on our side. We will cast a very wide net and work extremely hard to get you in front of solid pre-screened candidates. We aren’t headhunters, so it doesn’t always happen overnight but we find that you’ll get what you need/want through our consistent actions that drive results over the course of time.

I would suggest you reallocate those funds somewhere else. We will most likely be able to get you better results through what you are already paying us for. I’ve also seen trying to do too much can trip up the algorithms with these major job boards and it can negatively impact the applicant flow overall.

We do not, but we don’t discourage it. If you do choose to conduct another round of assessments we suggest you do this AFTER you conduct your in-person interview. This way you have the ability to sell yourself, your agency, and the company. We find this increases the chances of them completing these additional assessments. We are in a labor shortage where timing really matters. We don’t like to do too much assessing too soon because it decreases the # of applicants that you get access to. Also, when your products are competitively priced you don’t need Lebron James of insurance sales to apply to make a decision to hire. As you staff up and find yourself at capacity (or plus 1) you may want to revisit this. (If you are going to lean on additional assessments at some point we recommend CTS (Can They Sell).