ten your first few (dozen) placements in the books.
All you need to worry about is one thing: Sendouts. Any other concern will only slow you down - and at this time in the program - that's the LAST thing you need.
If you're hiring anyone you should only hire experienced recruiters. Pay them a reasonable commission. Offer a bonus over a particular dollar amount. Do NOT hire people without experience. It will only dig into your valuable placement time.
This is only my perspective obviously. Adding recruiters is Phase 2. Phase 1 is: Send somebody an invoice. Until Phase 1 has been repeated many, many times - you don't need to worry about Phase 2.
ter off with out them, however much time you've invested. An analogy: dealing with counteroffers is like men leaving a men's room: you check your fly, make sure it's closed, and then you don't have to worry about it.
Keith "Hope that Was an Appropriate Comment" Halperin…
posts later I can tell you my strategy. I write what I think and feel. Sometimes that resonates more with others, sometimes it doesn't. I look at a blog as the big picture. You may write nine posts that are good or just ok but that tenth one will be the home run. Don't worry about it. Speak from the heart. Be genuine. Don't worry if you're an expert or not, just write what you know and be factual. The rest just falls into place.
#2 & #3- Don't spend time worry about googling yourself. As for the conversation already being forgotten on Twitter, not a chance. There are so few recruiters and HR pros actually using social media that it will take years for the masses to catch up. Just keep writing, learning and growing.…