What this playbook fixes.

  • You posted the job and got buried. AI lets applicants spam apply to every post that exists, so you have no capacity to sift the pile, let alone interview it.
  • You are paying a placement agency to hand you a closer, without ever having priced what it costs to just run the ads yourself.
  • Your application asks almost nothing, so everybody gets through it and every single one of them needs a human to read.
  • You built one confirmation page. The people you turned down get nothing, and the ones you actually want get no expectations set before they show up.
  • You are the one reviewing the applications, when it should be a menial task you trained somebody else to do.
  • You start looking once a calendar is already full, and hiring takes weeks you do not have, so you are late before you begin.
  • You interview well and hire the person who interviewed well, which is exactly the mistake, because they are salespeople and salespeople sell themselves.
  • You are running recruiting ads like normal ads, outside the employment special ad category the platform requires.

What the fixes get you.

  • A recruiting funnel, not a job post: headline, VSL and application, built like a standard call funnel, with the exact stack used to run it.
  • Two confirmation pages instead of one, including the disqualified page almost nobody builds, and the breakout videos that set every expectation on the qualified one.
  • Why you are adding friction rather than removing it, and why every question you add to the application is the product, not an obstacle.
  • Which question types route themselves and which need a person, so you know how much of your qualification is automatic before you build it.
  • The four peel-offs: the application, the EA or VA review, the video task, and the real interview, each one built to disqualify.
  • Interview one as a task, not a call, including the three questions on the 90 second video and what each one is actually testing.
  • The two things worth more than how well somebody interviews: tenure, and discretion about the competitor they just left.
  • Closer math you can run before you need it, so you know how many closers your next scale-up takes rather than guessing.
  • Why marketing lands today and people land in weeks, and what that means for when you start recruiting.
  • What the recruiting ad actually says, point by point, and how to set the campaign up under the employment special ad category.

The playbook teaches the recruiting process, not a promise of results. What you achieve depends on your own offer, market, traffic and execution. Nothing here is legal advice, and what you may lawfully ask an applicant varies by where you operate.