Mm-hmm

... "Okay, Sean said he's gonna do this, he did it.

He agreed to do it on this point." Like for example, if we're talking about pro- processes, once you've done the intake form, "Hey, I'm gonna have a, I'm gonna have a small batch of CVs with you by Friday, just so I can align if I'm on the right track.

Because we're talking on Tuesday, by Wednesday, I just wanna see if I'm in the right ballpark after I, we've done our intake, you know, just to make sure we're safe.

If those are good, great.

If not, then I can go back to your processes and by Monday I'll have, you know, more relevant people for you that off the back of our notes." Go back to them, do that tiny little thing, right? It depends if you, you know, it depends on the role, but I think that really helped.

Any last thoughts about what you would give as advice to recruiters really thinking about how to deal with their hiring managers better, Sean?

Be on the level with them, right? Remember, like, actually you gave this advice earlier, that they are just another human.

If any of your customers are listening, he's doing it all the time.

all this time yeah my customers are like completely aware that i do very fractional but it'll make sense now why it's less so yeah a lot of the stuff i'm doing for them now is creating content to give them visibility on linkedin because over the past few years my network has been growing and growing and growing of specifically ta people recruiters and that's done by design not by flu you know that's that's me building something that i wanted to later try and monetize and then off the back of that some people don't want content some people are just looking for like i want eyes on my product i want demos book i want to get you in with you know to see my tool or to see my sounds wrong isn't it but they want to see like they want to get good recruiters or the heads of talent they want to get like recruitment leaders to have a look at what their product is doing so i do that for them as well on a retained basis i'll make sure that you know they're seeing the right people because i have conversations with recruiters every single week I probably speak to more recruiters now than I ever have done, which is just trying to understand their pain points.

And then I've actually created my own TA diagnostic, which is basically you tell me what's going on in your life.

I can break that down to you, what you should be doing.

And to be honest, one of the answers even is you don't need an AI tool because some people just don't need them.

They need to work on themselves and like some of their processes before they even start looking at AI tools.

Because a lot of people now are just like, oh yeah, I need to, let's just use AI.

That's brilliant.