We’ve all been there: the first meeting goes great, the recruit leans in, there’s chemistry... then silence. Suddenly, every follow-up feels like you’re annoying them. In this episode of Recruiting Conversations, I break down how to pre-frame your follow-ups with value, so you stop chasing and start leading.

When done right, follow-up isn’t a disruption, it’s a service. I’ll show you how to turn that awkward “just checking in” into a trusted leadership moment that builds momentum and creates future hires.

[00:00] Introduction – The recruiting tension we’ve all felt: great meeting, then ghosted.
[01:00] Why Follow-Ups Fall Flat – You didn’t set the stage. No frame = no permission.
[01:30] Pre-Framing the Follow-Up – Plant the seed during the first conversation. Ask if you can share something valuable in the weeks ahead.
[02:30] Asset #1: Books – Send a thoughtful book with a handwritten note that matches their challenge.
[03:30] Asset #2: Event Invites – Pre-frame exclusive invites to leadership calls, masterminds, or town halls.
[04:00] Asset #3: Custom Content – Send a podcast, quote, or framework tied to their specific pain point.
[04:30] Asset #4: Pure Gratitude – A thank-you note that affirms their leadership plants powerful seeds.
[05:00] Build a Value Library – Create a system to store and deploy assets: books, podcasts, events, insights.
[06:00] Final Challenge – Stop winging follow-up. Lead with intentionality, and watch your pipeline warm up fast.

• Pre-Frame the Next Touchpoint – Get permission early so follow-up feels like service, not pursuit.

• Lead With Value – Use books, events, and content that reinforce your leadership and build trust.

• Customize Your Follow-Up – Reference real pain points from the conversation. Show them you listened.

• Systematize It – Keep a library of resources so you’re never scrambling for the next move.

• You’re Not a Nuisance – When your follow-up is relevant and intentional, it becomes a leadership moment.

The best recruiters aren’t chasing. They’re investing. Start pre-framing your follow-ups, and you’ll stop feeling like a salesperson and start being seen as a trusted guide.

Want help building your follow-up rhythm? Subscribe to my weekly email at 4crecruiting.com or book a strategy session at bookrichardnow.com. Let’s turn your follow-ups into future hires.

Let’s talk about one of the most powerful, and most underused, tools in recruiting: events and masterminds. Not the big splashy hotel-ballroom kind. I’m talking about strategic, intimate gatherings that position you as a leader, not a recruiter.

In this episode of Recruiting Conversations, I walk you through how to host the kind of experience that attracts high-level talent without ever pitching your opportunity. You’ll learn how to move from chasing candidates to curating conversations that build trust, momentum, and long-term recruiting wins.

[00:00] Introduction – The overlooked power of events and masterminds in modern recruiting.
[01:00] Why Pitches Fall Flat – Top talent doesn’t want another comp plan meeting. They want meaningful conversation.
[01:30] Step 1: Solve a Real Problem – Create a topic around what producers actually care about: margin compression, referrals, personal brand, burnout, AI tools.
[02:30] Step 2: Invite Strategically – Avoid salesy language. Use this: “No pitch. Just great conversation with people who are growing.”
[03:30] Step 3: Facilitate Like a Pro – You don’t need to be the expert. Ask great questions, spotlight others, and guide the room.
[04:30] The Follow-Up Strategy – After the event, send a resource or personalized note that connects to what they shared.
[05:00] Real Story – How one client hosted a 6-person breakfast that led to a recruit texting her days later asking for a conversation, without ever mentioning her company.
[05:30] Final Challenge – Build a mastermind in the next 30 days. Make it meaningful. Let value open the recruiting door.

• Stop Pitching. Start Curating. – Recruiting isn’t about features. It’s about creating spaces where people want to belong.

• Solve Real Problems – When you focus on what producers are struggling with, they’ll lean in.

• Be the Host, Not the Hero – Great facilitators create rooms others want to return to.

• Recruit Without Recruiting – Share resources. Follow up with intention. Lead the relationship.

• Events Build Trust at Scale – You’re not chasing people. You’re inviting them into a conversation worth joining.

If you want to win the top 20%, stop sounding like every other recruiter. Lead something real. Build something valuable. And create rooms where leaders want to sit.

Want help building your first mastermind or recruiting event? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let’s build something people want to be part of.

Let’s flip the script. If you’re building a team inside a local or regional brand without the flashy pitch deck or name recognition, you’re not at a disadvantage—you’re in a position of power. In this episode of Recruiting Conversations, I break down how to position yourself not in spite of your size, but because of it.

Top producers today aren’t just looking for big names—they’re looking for trust, access, authenticity, and vision. This is your blueprint for turning “small” into elite and building a boutique recruiting brand that wins.

[00:00] Introduction – The big question for small shops: How do I compete with the big brands for top talent?
[01:00] The False Belief – Why “smaller” doesn’t mean “weaker”—it means you have a unique recruiting edge.
[01:30] Own Your Positioning – Don’t apologize for being boutique—embrace it with posture and pride.
[02:00] Shift the Frame – You’re not small, you’re selective. Not under-resourced, but customized and high-touch.
[02:30] Lead with Vision, Not Features – Features don’t move people—vision, identity, and belief do.
[03:30] Sell the Why – Be the leader who shows up with clarity and conviction, not a generic pitch.
[04:00] Agility and Access – Big companies move slow. You move fast. Talk about your speed, flexibility, and personal touch.
[04:30] Customization Is King – You’re not templated. You co-create support and systems around each individual.
[05:00] The Greatest Asset: You – Your leadership, coaching, and mentorship are what sets you apart. Own it.
[06:00] Final Challenge – Audit your language. Are you playing underdog, or owning the boutique high-performance brand you are?

• Posture Matters – Stop competing on features. Compete with belief, vision, and leadership.

• You’re Not Small, You’re Specialized – Top talent wants voice, trust, and agility—not red tape.

• Build Around the Individual – Your advantage is flexibility. Co-create solutions, don’t cookie-cut them.

• Lead with Identity – Share your why. Share your leadership philosophy. That’s what people follow.

• Stay in Your Lane – Don’t try to out-tech or out-brand. Win with intimacy, access, and personal connection.

You don’t need a national name or a big checkbook to attract elite talent. You just need clarity on who you are, confidence in what you bring, and the courage to lead with conviction.

Want help crafting your boutique recruiting message? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com. Let’s build something real—and worth following.