From Bulk Blasts to Precision: How Recruiting Firms Build Pipeline with Modern MPC Campaigns

Transcription:

Julian D’Angelo [00:00:00]:
The old way of doing MPC, in our opinion, we think is dead because it was really comprised by these bulk blasts. They weren’t very thoughtful. They looked more like marketing newsletter blasts as opposed to a one-to-one sales motion.

Kortney Harmon [00:00:15]:
Welcome back to a special episode of Recruiting Evolution. If that name sounds new, that’s because it is. The Full Desk Experience is evolving, and as our audience, our conversations, and the recruiting industry have continued to grow, we knew it was time for the brand to grow with it. So welcome Recruiting Evolution, our new name and new brand built for the next chapter of conversations that you already know and trust. And while you see the new look and hear the new name, you can expect the same impactful topics, candid conversations, industry voices, and really practical insights designed to help you stay ahead of what’s coming next in recruiting. The session you’re about to hear was originally recorded as a part of the FDE Plus, our original event series under the Full Desk Experience. Going forward, those conversations will be live within the Recruiting Evolution brand. New name, new brand, same commitment to moving the industry forward.

Kortney Harmon [00:01:15]:
I’m your host, Kortney Harmon. Let’s jump in with some fresh new ideas, future ready, and creating relationships that fuel growth. Welcome back to day 2 of FDE Innovation, and I am so glad you’re here. Yesterday was incredible. We covered everything from landing dream clients in 30 days, AI-powered BD workflows, future-proofing your firm, dos and don’ts of AI marketing, and we ended with Greg Fischer closing out driving 130% profit increases by diversifying your team. If you missed any of these replays, They’re available. Just use the same link, go check them out. If not, you can shoot me a message via email on LinkedIn.

Kortney Harmon [00:02:06]:
But today we’re going even deeper. We got an incredible lineup coming your way, including our own CEO, Aaron Elder, taking you inside of Crelate’s AI. Everything you’re hearing this week about AI only works if your data is clean, structured, and actually working for you. And I’m sure Julian’s going to talk about that in some capacity as well. I am so excited. I’m personally Really appreciate Julian and what all his product does. He’s the CEO of Talent, and he’s here to show you some about recruiting firms that they don’t realize that they’re missing. A lot of recruiting firms, you know, they’re sitting on a goldmine of candidates in your ATS, and it’s here to do more for you.

Kortney Harmon [00:02:42]:
So with that being said, Julian, I’m going to hand it to you and I’m going to figure out my speakers. Sound good?

Julian D’Angelo [00:02:47]:
Okay.

Kortney Harmon [00:02:48]:
Have a good, have a good session.

Julian D’Angelo [00:02:49]:
Awesome. Well, thank you. Thanks, Kortney. And thanks everyone at Crelate for having me. Really appreciate it. Folks, so today what we are going to be going over is really a workflow on the BD side that we have kind of proven here at Talin time and time again is one of the most effective ways, if not the most effective way, based on all of our data that we see thousands of campaigns going through our tool on a monthly basis. Really the workflow that generates the most leads for the majority of industries in staffing and recruiting. that is MPC.

Julian D’Angelo [00:03:29]:
Before I dive into that, just a little bit about me and Talin. I actually came from the software world, spent a decade in sales and marketing in software. And, you know, as many recruiters do, I kind of fell into recruiting. Was consulting, still on the marketing side for a bunch of firms that really, that organically asked me to help with recruitment and found a lot of success there and found that actually a lot of my marketing toolkit and sort of my growth mindset and how I approached my craft lended itself really, really well to recruiting. And after not very long, less than a year of recruiting, I pretty strongly felt like the tech in the space, specifically agencies, staffing, recruitment, perm, contract, all of it really needed an upgrade. There was lots of ATSs like Crelate, you know, doing a great job of being the database, but I felt like there was more that was needed on the top of funnel side of things, generating more candidates and what we’re going to talk about today, generating more leads for your business. All the BD platforms out there, Apollo, ZoomInfo, Dripify, you name them, like they’re all horizontal tools, right? They aren’t designed for the staffing and recruiting space. So that’s why we built Talin.

Julian D’Angelo [00:04:47]:
That was almost 4 years ago. And today over 300 agencies now use Talin for both their candidate engagement and their lead generation for their agency. So without further ado, I’ll share my screen and I’ve got a quick slide deck I want to get through. It’s really important because a lot of what we’re going to talk about, it’s a bit of, I think, a mindset shift on how to run really good MPC campaigns. So I really want to hammer that home and then we’re going to run a live demo. We’re going to run it. together. If you have an MPC at home right now and you want to run one alongside me, you absolutely can.

Julian D’Angelo [00:05:23]:
At the end of the presentation, I’ll give you the URL, get into Talin at app.talon.ai. You can create an account and first campaign’s on us, and you can get to creating one alongside me here if you’d like, or you can watch, get the recording, and do it later on, on your own. Folks, let’s go through our MPC playbook. And then we’re also going to talk about how dozens of firms are using it alongside Crelate. We have a really strong Crelate integration. Uh, we do a lot of work with Kortney and the Crelate team, and I’ll show you how that works as well. The two, the two together really automate a lot, a lot of work. I already talked about myself a little bit, so I’ll, uh, I’ll skip this, um, for the most part, but of these 300 agencies that I kind of talked about that are using Talin, We have a, it’s really designed for almost any type of agency and at any size.

Julian D’Angelo [00:06:18]:
We have solo desks using Talin. We have 1,000-person firms using Talin. Our niche is that we only service staffing and recruiting firms. We don’t work with internal recruitment teams. We built this for you and for this market. And so as we go through things, you’ll notice quite a bit that that is specially, specially designed. For agency. Talking about MPC, Robert Half coined MPC for those of you who’ve been recruiting for a while in the ’90s, right? The whole idea of the most placeable candidate, the idea of saying, hey, I’ve got a candidate or a set of candidates that don’t have a home right now or are looking for a new home.

Julian D’Angelo [00:06:58]:
And I think they are a really, really attractive asset on the market that I want to proactively put in front of hiring managers. In practice, you know, what that looks like for us is highly specific and highly precise campaigns of marketing individuals and really getting in front of small batch, highly precise lists of hiring managers. But it wasn’t always that way. The old way of doing MPC, in our opinion, we think is dead because it was really comprised by these bulk blasts. They weren’t very thoughtful. they looked more like marketing newsletter blasts as opposed to a one-to-one sales motion. And I’m sure many of you have seen this. Hey, we’ve got 12 candidates this month that are hot candidates.

Julian D’Angelo [00:07:47]:
I’m going to blast this out to the 1,000 hiring managers on my marketing list, uh, or that are just sitting in my ATS. Uh, and hey, do you want to take a look at any of these 10? And what that did is a couple of things happened. Number one is the market got really saturated with that and hiring managers kind of learned to look at that and basically say like, yeah, you’re making me do the work. I know you got hot candidates, but now I’ve got to go read your list every month, figure out if one of them is for me. You’re kind of putting that work on me and it could work still if you get lucky, but it’s not precise. It’s not thoughtful. And there’s a much, much better way of doing it in the modern day. And the other thing that the industry started to do a lot is the bait and switch, which we highly, highly recommend against, which is You had recruiters pitching candidates that didn’t actually exist, tried to sort of get the hiring manager engaged, and then would switch things up on them.

Julian D’Angelo [00:08:39]:
And that really kind of, I think, that really soured a lot of the taste of, I think, MPC. These methods, these ways of doing it, they just don’t work anymore. Like all things in BD, not just in recruiting, I think in all industries, what worked yesterday doesn’t necessarily work today. I think we’ve all kind of seen that in practice. Um, and that’s why we reimagined it when we were building Talent and we tested and we iterate and we learned a lot working with hundreds of agencies to figure out what really moved the needle. And so what we did is we built a workflow around the idea of saying, hey, I’ve got this one fantastic candidate. I need to essentially handpick and we’ll, we’ll go through after how it’s, we automate a lot of that handpicking. But I need to really tailor and customize a list of very, very high-fit, high-relevancy hiring managers that I can put this candidate in front of.

Julian D’Angelo [00:09:34]:
Very tailored, very conversational in the outreach. And one of the big switches that we made is that we strongly believe that the MPC motion isn’t about— the primary goal isn’t about getting that candidate placed and getting the fee for that independent. For that candidate. In my opinion, it’s a short-sighted way of looking at it. If that happens, fantastic. We’ll take the fee. However, the goal is pipeline. The goal is opening a conversation with a hiring manager that is positive in nature that you didn’t have in your network before.

Julian D’Angelo [00:10:10]:
Maybe you did, maybe it’s warm, but cold is, is even better. It’s one of the hardest things to do in recruiting. is to make new relationships with hiring managers who view you, your style, the way that you recruit in a really positive light and see you as a potential vendor in recruitment. And there’s a few really interesting things in terms of how we changed how MPC works in order to make this really effective. One of the older ways of kind of doing MPC as well, and this still happens today, and I think is still the predominant way of doing MPC, which we A lot of our data has shown is, to be honest, not the optimal way of doing it, is really just going after specific open jobs. Hey, there’s an open role here and I’m going to get my MPC and match them to the open role. There’s a couple of problems with it that I think that’s— it can work like anything else. I think it’s playing the game on hard mode a little bit, and there’s a few reasons why.

Julian D’Angelo [00:11:07]:
Number one is once that job posting goes up, it’s open season. That hiring manager is getting inundated. with recruiter messages. And now right out of the gate, you have to figure out how to stand out when you’re reaching out to, to that hiring manager. It’s kind of too late once that job posting is already live. The other thing is, if you are matching a candidate to a job posting, in order for that match to truly be relevant, your total addressable market, the TAM, the number of postings, hiring managers that are truly a good fit for that candidate, in a geographical market that makes sense for the candidate, that’s a really small TAM. We’ve done this 100 times. Sometimes you get 5, 10, 15 hiring managers that makes sense.

Julian D’Angelo [00:11:49]:
Combine that with the fact that other firms are probably already working those job postings. They’re getting a message from 100 different hiring managers. Your chance of success is not high. And so we said, hey, there’s, there’s gotta be a better way. We wanna be just as precise, but we need to kind of expand the market that we can go after. And so our approach instead revolves around the idea of mapping the entire market that could be relevant for the candidate, not just open job postings and those hiring managers. Every single company that should care about this candidate, not just who’s hiring today, that’s who we want to be reaching out to. And what this does is it allows you to reach out to companies that if they have an open job posting that’s relevant, uh, we can find that out.

Julian D’Angelo [00:12:35]:
And still reference it. So we’re still doing, you know, in effect, the same thing we were doing before, but now we’re including all of the rest of the market that could have a role coming up that hasn’t been posted yet. They could look at that candidate and they could say, hey, this candidate is so phenomenal that I’m going to seriously consider opening a role for this candidate because we just don’t see this candidate every day. We get all kinds of fantastic leads that are Just conversations. One of the most common ones that I see all the time is, hey, thanks Julian for sending over, uh, you know, this VP of ops. We’re not hiring for, for that role right now, but it looks like you did your research. The candidate looks spot on. Background is a perfect match.

Julian D’Angelo [00:13:19]:
We are actually hiring for a VP of sales right now. I haven’t posted the role yet. We’re talking to a few different agencies. Do you guys want to take a look at the role? All the time we get that kind of response. I cannot stress enough that really good outbound is about starting conversations, not about closing deals or booking a meeting on the spot, because that doesn’t happen anymore. It’s just too— you’re skipping steps. Get— once you have that positive conversation going, it’s pretty easy to get someone on the phone after that, and then you can let your sales ability and your process and your firm, you know, really, really start to shine. Let’s go over some quick kind of numbers here as to what we see a lot.

Julian D’Angelo [00:14:02]:
If you look at like generic BD, so I’m talking, hey, let’s, uh, let’s get a list of 500 companies that are in our ideal kind of customer persona. Let’s shoot them a generic pitch that usually goes something like, hey, like we, you know, we’ve been recruiting for, uh, you know, finance professionals in the Uh, you know, in the Austin area for the last 20 years, and we made X number of placements last year, you know, XYZ, and there’s no tailoring, there’s no interesting hook. You’re not cutting through the noise whatsoever. I think 5, 10, 15 years ago, that was able to kind of work because you didn’t have everybody doing kind of scaled up outreach. That generic BD, now we’re talking sub-1% reply rate, not even just because Most hiring managers are not really going to respond to it, but also that generic BD, it lands in spam now as well. A lot of the spam traps are smart. They’re all AI powered by Google, Microsoft. They can, they can sense that, uh, hey, this is an email blast, throw it in the spam folder.

Julian D’Angelo [00:15:03]:
So you’re probably not even getting to the inbox. And so that’s where we start to see sub-1% reply rates. What we have found across our user base is a really good tailored MPC campaign can very easily hit 5 to 10% reply rates on those campaigns. We’re talking a 5 to 10x on that versus your generic BD. And then the next metric, which a lot of people don’t necessarily track and we track very closely in Talin, is what percentage of these replies are positive? What, uh, and by positive, that could be anything from, hey, like, yeah, I’d love to look at the candidate, to, um, hey, we’re not looking for that role right now, but hey, I’d love to We do have some other roles open. We should, we should probably chat. Anything that leans positive, in my opinion, should be treated as pipeline either now or potentially pipeline down the road. 30 to 50% of this 5 to 10% of reply rates come back positive.

Julian D’Angelo [00:16:01]:
These numbers you see here, this is scalable. This is something that if you’re able to achieve this as a firm, you can build an engine, a BD engine that you can then scale. Easier said than done. There’s a lot of other variables that go into it, but this is what we train companies on what to look for. The biggest trap I think in outbound, you see a lot of companies, they’re obsessed with open rate. They go open rate. Oh, what’s the open rate of my email? Open rate doesn’t matter, folks. Doesn’t matter at all.

Julian D’Angelo [00:16:28]:
It’s an inflated metric. It’s inflated by security protocols with, you know, Google, Microsoft, et cetera. What you care about is reply rate and how many of those replies are positive. I guarantee you. If you’re having trouble getting pipeline in terms of in your, in your outbound, I would recommend you become obsessive with these 2 metrics and it’s going to change, change the way that you do outbound. So you’re probably thinking, Julian, this sounds great, man. What’s the catch? Like, why isn’t everyone doing more of this if it works as well as what you say? And well, we asked kind of the same question. We interviewed a lot of firms, a lot of our existing customers.

Julian D’Angelo [00:17:07]:
in the last couple of years. And what we found was the labor that was behind building these campaigns and executing them was the big blocker. You’re obviously, you got a lot going on as an agency. You’re wearing 52 different hats. You’ve got roles to fill. You have high priority stuff on the go all the time. The average time it takes to launch one of these campaigns, if you were to do it, let’s say manually using, you know, really basic LinkedIn tools plus an ATS, you’re looking at 5, 6 hours of very manual labor for each individual MPC campaign source. You have to build your list, you have to do deep research, write really good copy, personalize each individual message, do the follow-ups, all of those things.

Julian D’Angelo [00:17:51]:
And what that leads to is you just don’t have an ability to get consistent with it. It also requires like a lot of expertise. You can’t really delegate this to a junior. Only the senior people at your firm are really going to be able to execute this end to end. So some of the busiest people at the firm are the ones who have to do it. That also runs into issues. And the third one, which is really interesting, is even if you do all those other things right, if you’re not using a platform that’s designed for deliverability, a lot of your really hard work just ends up in spam. And there’s about, you know, a dozen different things that you kind of need to be doing to be hitting the primary inbox.

Julian D’Angelo [00:18:26]:
Especially on the emails, on the email side, sort of specifically. And what agencies, they’ll run into one or more of these roadblocks and they kind of quit because they’re busy. They’re like, guys, I got, we’re still making money. I can’t abandon half of what I’m doing and now go figure out this engine. We just don’t have the bandwidth. We don’t have the time. And so that’s why we built our MPC engine. It’s a 4-part engine that helps you do everything from build your initial list, Execute really deep research on that list to make sure the list is precise, weed out anyone who might be irrelevant, and supplement the list with really critical info, which we can then use later to personalize.

Julian D’Angelo [00:19:04]:
We automate the entire sequence in a full multichannel setup— LinkedIn, email, SMS, phone calling, the whole bit. And we’re your data tool enrichment, super high quality, very high coverage data across email, phone numbers. LinkedIn profile data, the whole bit. And so we’ll quickly go through kind of each of those pieces. AI Search Builder. This actually operates right on top of LinkedIn Recruiter or Sales Navigator, or you can input your own lists into it. Basically, Talent’s able to kind of reverse engineer the candidate’s resume. We parse that background, the size of employer, the industry, all of those very minute elements that would go into building a list of hiring managers, and we automatically build the list for you.

Julian D’Angelo [00:19:49]:
In Recruiter or in Sales Nav. And I’m— we’re— that’s what we’re gonna be doing right after this. I’m gonna show you how that works. So, you know, 10, 15, 30 minutes of kind of wrangling, you know, Boolean filters in 30, 20, 30 seconds, Talin gets you a really strong V1 that you can edit or move on and kind of do your next thing. From there, let’s say we get a list of 250. That’s great. I can’t just blast these 250 people. It’s a Boolean search.

Julian D’Angelo [00:20:15]:
It’s not perfect. Normally I would need to go and review every individual profile. That’s what Talin does. So Talin in its second phase does really deep research on a per hiring manager basis. It lead scores. Lead scoring is one of the newest kind of hottest, I’d say, workflows in AI. There’s a lot of cool companies doing it in a lot of different spaces. We are one of the few companies doing it in a very specialized way.

Julian D’Angelo [00:20:42]:
For hiring managers and agencies. And so what we’ll do is we’ll pare down that list and say, hey, of these 250, there’s 92 hiring managers that are actually relevant for the candidate. And so now I have a very hyper-precise list. I’m not wasting a bunch of outreach on irrelevant hiring managers. And something that I probably physically couldn’t do before because of time constraints now gets done in a couple of minutes. Once again, with my ability to review and check the work before I, I send it out. Then Talent automatically builds out the entire sequence for us, everything from email to LinkedIn touchpoints to InMails, phone calls, SMS, the whole bit. And probably one of my favorite parts of the tool is we have a really cool module that really personalizes it for each individual in a very thoughtful way.

Julian D’Angelo [00:21:33]:
Not sure we’ve all heard the term AI slop. We spent a lot of time training this to not generate an output where it’s a dead giveaway that it, that it sounds like, sounds like AI. And in a little bit, we’re going to go through the example, show you exactly what it looks like. And then from there, we enrich it, we get all the contact info, we launch the campaign, and now Talin is automatically running the entire campaign and we’re just waiting for replies to come in. We then go handle those replies, get the calls booked. And the beauty of this is, is that everything that Talin does gets automatically logged back to your ATS, right back into Crelate. Contacts get pushed automatically. All the activity gets logged as notes.

Julian D’Angelo [00:22:18]:
80% of your data entry that you would normally do into Crelate is gone. Copy pasting, see you later. We’re doing all of this stuff in bulk. And yeah, it’s a lot of recruiters’ favorite. One of the biggest reasons they love using Talin is just how much they’re able to increase the quality and speed of getting really good data into their ATS. Deliverability. This is a really big one. Talin, as an outbound platform, we knew that we needed to automatically, or rather, we knew that we needed to deliver a number of features that really help you get into the inbox.

Julian D’Angelo [00:22:55]:
As opposed to platforms that aren’t designed to, to, for lead gen. So there’s a few things that we do. One is we have a pretty strict, like, volume cap on a, on a per inbox basis. We cap you to 50 emails a day per inbox. And this just gives you a much, much, much higher chance of hitting the primary inbox. If you’re doing volume of 200, 300, 400 emails a day from a single inbox, I can tell you with some pretty high confidence, Google’s taking note, Microsoft is taking note, and the likelihood of you going to spam increases pretty heavily. What’s cool about Talin though is we allow you to hook up multiple inboxes to Talin. If you really want to scale your outreach, you can hook up up to 10 email inboxes to your individual Talin account, which allows you to send up to 500 emails per day from Talin.

Julian D’Angelo [00:23:44]:
You know, you can just imagine the power of being able to send 500 emails and getting a 6 or 7 or 8% Reply rate from that campaign. It’s a lot of conversations getting started really quickly. And then we have a bunch of other smaller— I’d say we have about a dozen of these other smaller features around things like intelligent spacing. Like we’re sending emails 5 minutes, 7 minutes, 9 minutes apart to make it look as human as possible. We connect directly via OAuth. We’re not using like a third-party SendGrid or something like that to do our sending. OAuth directly to your inbox is the absolute best way to do it. And so we’re not using that third-party infrastructure, we’re using your inbox directly.

Julian D’Angelo [00:24:25]:
Bunch of little things like that that we’ve put a lot of thought, time, and testing into. What you’ll notice, or what you would have noticed throughout my chat, it’s like, hey, it seems like I can kind of edit things as I go. As we hop into the demo here in a second, our philosophy is that AI is really good at getting 80% of the work done. But it’s that last 20% where AI often struggles. And so really good AI, I think, or we think, looks like being able to get you 80% of the way there really quickly, keeping you in control. You’re 85 to 95% accurate, and then you can take it home. And that’s the UI and the experience that Talin has built. And I’m excited to, to show everyone.

Julian D’Angelo [00:25:05]:
Last piece I’ll give you before we hop into it is that you could do everything that I’ve talked about in this deck here correctly, and an MPC campaign can still not work. Remember, there is still a strategy element that’s up to you as a recruiter that no one else can do for you. The strategy in MPC is determining the right MPC in the right market, because at the end of the day, candidates are assets on the market and employers, if you put in front of them a candidate that they know they could go get tomorrow without much help. Those are not the roles that companies hire agencies to help with. They hire you to do the hard roles. As such, your MPC needs to match that. You need to be strategically choosing candidates that you work with, that you have a relationship with, that are not commodities on the market, that are really, really rare talent or tough talent for companies to get ahold of. That is what’s going to drive replies.

Julian D’Angelo [00:26:04]:
At the end of the day. So really keep that in mind when you’re thinking about who to MPC. I’m looking on my screen, so I’m done the deck. So I’ll hop over to looking at a bunch of the questions now before we get—

Kortney Harmon [00:26:17]:
There was also one that said, does Talin do spin tax for changing each, changing up each email?

Julian D’Angelo [00:26:24]:
Yeah, great question. So we don’t have, we don’t have spin tax, but what we do have is like the AI personalization for like every email. And so we’ll go into that. And so our AI personalization, in my opinion, is actually a little bit stronger than SpinTax because instead of having just 2 variants of the exact same line, I think SpinTax is, you know, for kind of, I want, if I want to blast out a template, I might use SpinTax. However, our AI personalization changes every single email. So instead of a template with a few variations of that template, every single email that we’re going to send out is going to be a little bit different. Which actually works a little bit better than spin tax. That being said, it’s one of those things where we’re always looking at kind of our reply rates across our entire platform.

Julian D’Angelo [00:27:10]:
And if we start to see a dip in reply rates, that’s where we’ll say, okay, let’s test out spin tax. Is that helping and helping with, with reply rates? So it’s with cold email. It honestly, it’s, it’s a really, it’s a moving target.

Kortney Harmon [00:27:22]:
Yeah.

Julian D’Angelo [00:27:22]:
Things change quite a bit. I am. In Talin now. Here is my Talin account, but where we are actually going to start is within LinkedIn Recruiter. And so here I’m in a project in LinkedIn Recruiter. What we’re going to do is, well, first thing, I’m going to need the Talin Chrome extension. So what I’ll do is I’ll say, hey, I need, I want to create a new campaign here in Talin. I’m going to say, you know what, let’s do a MPC campaign.

Julian D’Angelo [00:27:55]:
And as you can see, Talin’s walking us right through the entire process from end to end. Talin’s gonna automatically prompt me to add the Chrome extension, which I will then add. Now that we’ve got the Chrome extension, Talin’s gonna allow us to pop right into LinkedIn Recruiter. We can hop into our project, open up the Chrome extension, and Talin is gonna help us get to work. So what I’ll do in Talin is say, hey, I want to build my MPC campaign, right? So, and the beauty of kind of one of the things that Talin does is, by the way, everything that you’re seeing me do here works the exact same on Sales Nav. A lot of folks, I’ve seen a lot of agencies, they have a Sales Nav and a recruiter account. I think you really only need one. It comes down to preference as to which one you like to use better.

Julian D’Angelo [00:28:44]:
We kind of turn your LinkedIn recruiter search into a BD tool because that’s what it is at the end of the day. It’s a search tool. And we can absolutely use it to find hiring managers. So what I’m going to do here is I’m going to actually go into my desktop here, and we’ve got some resumes of some folks that we’ve been working with that have given us permission to say, hey, why don’t you go ahead and market this out for us? I’m going to use a pretty niche one because I think niche is, you know, sometimes works the best on MPC. Like I mentioned, really hard to find. So we’ve got a plant manufacturer. They’re a manufacturing operations leader in automotive in Indianapolis. All I have to do is upload the resume of that plant manager.

Julian D’Angelo [00:29:31]:
And what Talin is going to do is it’s reverse engineering the resume for me. And you’re going to see in 30 seconds or so, Talin is going to have automatically generated all the filters for me right within LinkedIn Recruiter. My screen is quite literally going to refresh. I’m going to have a lead list here in front of me ready to go. And that lead list is going to be, think of it as my V1 of a list of hiring managers that’s going to likely be interested in my candidate. So building a list that would have easily taken us 20, 30, 40 minutes, we’re going to be able to build it here in, in under a minute. And then from there, we’re going to be able to tweak it. We can make some adjustments and we’re going to be able to then take it into Talin and then get going with the rest of our campaign.

Julian D’Angelo [00:30:24]:
You also notice here, you can kind of see Talin like working in the background. What it had just said there is, oh, like not enough results. So that means it proposed an initial set of filters. Talin, it probably came back with, you know, a very small amount of results and now Talin is automatically Broadening those results, uh, which is really cool. It just helps us get a lot closer right off the bat. So there we go. My screen refreshes here, and as you can see, we have job titles, we have location Indianapolis, uh, we have industries, we have keywords, we have company sizes. What I’m gonna do first is I’m gonna go into, uh, the reasoning here.

Julian D’Angelo [00:31:05]:
Because this is really cool and this will tell us exactly like why, why did we choose, you know, these 10 different job titles here, right? You’ve got, you know, Michael’s currently a plant manager with full P&L responsibility, 235 employees and $95 million in revenue. He’s a well-seasoned senior plant manager. So that means he’s going to be looking at VP/directors of manufacturing or operations, the general manager. These are all people at a plant. That are going to be really interested in someone like Michael. And I’ve got that for all of my filters right down to a really detailed set of keywords even, which is really cool. Boolean all put together, multiple keyword groups, all of those kind of things. Now what I can do is I can say, you know what, I’ve got 44 here, so I could manually alter, right, some of the filters myself.

Julian D’Angelo [00:31:58]:
This is that 80/20 piece, right, that we talked about. Or I can just say, you know what, I want you to broaden this a little bit for me. I liked where the filters are at. I just think they need to be maybe a little looser. Let’s, uh, you know, increase our threshold a little bit so we can get some more, some more market, uh, in here. And so we’ll ask Talin to broaden it. And then once we do that, we’re happy with our list. We’re then going to import it into Talin.

Julian D’Angelo [00:32:24]:
And then the workflow in terms of getting this campaign off the ground, end to end, all the pieces I mentioned. It happens there. Okay. We’ll see my screen refresh here. And now that it is more broad, that’s kind of funny. It, uh, it actually made it a little bit narrower. So, uh, what I’m going to do is I’m actually just going to clear some of the keywords here that might be LinkedIn Recruiter being a little bit funny. And now we’ve got 77 leads here.

Julian D’Angelo [00:32:56]:
And so what we’ll do is we’re going to take those 77 leads and in one click, we are going to import these into Talin, all 77 at once. There’s no need to do these kind of in a one-by-one, one-by-one pace, which is really nice. Also happens really quickly. We can import up to 1,000 leads here from Talin in one click, which is really nice, really huge. And subsequently, we’re able to then get it into, uh, into Crelate. As you can see, we pop back here into Talin. Talin then lets us know, hey, yeah, we’ve, uh, we’ve got, uh, 67 contacts here that have been successfully imported. If there’s any private LinkedIn profiles, or maybe you’ve got some duplicates in other campaigns or other team members, we’ll tell you here so that you’re not stepping on your team’s toes, which is great.

Julian D’Angelo [00:33:44]:
This is designed for teams to be able to work together, not message the same lead within a couple of days or a couple of weeks kind of thing. And then we go and hop over to the next stage here. And this is really cool. This is where we’re able to craft our— this is where Talin says, hey, we need to do really deep research now on this lead list. And it actually gave us the criteria of, hey, based on who the hiring manager would be, this is what they’re going to look like. They’re going to lead a manufacturing facility with full P&L responsibility. They’re going to operate in automotive, heavy industrial, or maybe precision component manufacturing. So on and so forth, right? Really detailed stuff here.

Julian D’Angelo [00:34:23]:
I can actually change the order of my criteria. I can add, I can edit existing criteria and change up what we’re prioritizing. I can even add net new criteria that Talin hasn’t identified here. Again, 80/20. I have the ability to kind of make sure things really look good. We hit start shortlisting and now Talin goes off. and it’s gonna be doing its thing at this point. Lead scoring.

Julian D’Angelo [00:34:48]:
So Talent is now on the web. Uh, it’s looking at LinkedIn, it’s looking at a bunch of different sources to come up with really, really detailed, uh, research on each individual hiring manager. And it’s going to deliver for the hiring manager basically a score on whether or not a lead is going to be a good fit for Our MPC. And it’s pretty quick. As you can see, we’re already halfway done through the list. And there’s 3 buckets here that we’re gonna put everybody in. We’re gonna put it in shortlisted, rejected, and then needs review. Right now, our top lead here is Kyle.

Julian D’Angelo [00:35:27]:
And this is all the awesome research that Talent has done on Kyle, right? So Kyle, director of ops at NSK, tier 1 automotive supplier of bearings and precision components. Really, really close industry match with Michael, whose entire career has been in tier 1 automotive. NSK, multibillion-dollar manufacturer, squarely in that large facility range where Michael, Michael is pretty adjacent to. So very relevant sort of size. Kyle’s skill list, so his actual skills that he has on LinkedIn, exact same toolkit that Michael has deployed across his 3 roles. Super deep research here. This is the kind of stuff that, to be honest, in a manual MPC campaign, you’re probably not doing a lot of that stuff just because there’s, there’s just no time to do it. And now we’re at a point where AI can— one of the things it is really good at is being able to draw relevancy and, and do some of that research for us.

Julian D’Angelo [00:36:24]:
In the spirit of being able to edit what kind of talent is doing here, you’ll notice that I have the ability to move anyone to rejected that I want on the shortlisted list or move anyone over to shortlist from the rejected list. And then we have a few in needs review. Needs review means, hey, it’s very borderline. The AI like isn’t fully sure. It’s too close to call. So it wants the person, wants you to kind of make, make the call. And so I’ll go do that, read the analysis, and I can actually go through the cards and even just do it down here, add to shortlist as I needed. As needed.

Julian D’Angelo [00:36:58]:
And now we’ve got, you know, 21 super spot-on leads that we’re gonna go ahead and get this campaign out to. So just in a few minutes, I’ve gone and built a hyper-precise campaign for Talin. And really cool, we go into the next part here. Talin has all in the background, we were all already kind of working on building out the entire sequence. Here, all I have to do is just choose The channels that I want to use. Talent remembers your choice here. So, so this is my default. I’m a big fan of going LinkedIn connection request, LinkedIn DMs, and email.

Julian D’Angelo [00:37:33]:
I kind of, I’m on a Recruiter Lite account. I don’t have a ton of InMails to use. I’m not a big fan of InMail in the first place. They’re super expensive. They’re only getting more expensive. The reply rates are going down. So this is my, you know, usual stack and Talent has built the entire campaign for us. Which I’m then able to— I can go in here, I can edit some of this.

Julian D’Angelo [00:37:54]:
But if we look at the template here, it is already perfectly tailored to our MPC, to the MPC style that we talked about before, right? Hi, first name. I work with a plant manager who’s delivered $8.2 million in annual cost savings while running a 235-person automotive manufacturing operation and thought company name might be a fit. I thought you might want to learn more about them. Bullet point, bullet point, bullet point. Hey, any chance you’re looking for someone like this at company name? And on the connection request side, we actually delivered a really short, tight, sub-300-character version of that. All the follow-ups are here. The follow-ups are super thoughtful. They say things like, hey, thanks for connecting.

Julian D’Angelo [00:38:39]:
Finding plant managers in automotive, you know, who can handle Union environments, OEM, all this stuff, really tough to do right now. One thing I didn’t mention, Candid actually negotiated a 3-year UAW contract. Super in-depth stuff that we’ve now thoughtfully done sort of throughout, throughout the campaign here. I can also say, hey, I want, I want to go a little lighter on the outreach. So like less steps, or hey, I want to go heavier. So this is now going to produce, you know, more steps when I go ahead and do it. We hit continue. So we have our template here, but we wanna personalize this kind of like I mentioned.

Julian D’Angelo [00:39:14]:
So what we’re able to do here is we’ve got each individual, each individual lead here, and then we’ve got what’s called an outreach angle. So Talin has already kind of come up with saying, hey, if we’re gonna reach out to Ryan, this is kind of what we wanna lead with. If we’re gonna take this template and make it really tailored to Ryan. This is kind of what we would say. This is the stuff that I think is going to get Ryan’s attention. So we have a couple of options. I could manually go ahead and make that change and say, hey, where am I going to fit this into the template? However, we just go ahead and click personalize. I can do it for the whole list at once, or I could do it contact by contact.

Julian D’Angelo [00:39:51]:
And in one click, Talin’s going to take its outreach angle and it’s going to apply it to my template here. And this template now is going to transform into a highly personalized highly one-to-one engagement now with this particular hiring manager. Hi, Ryan. I was looking at HGC Industries sealing components and stamping operation and thought of a plant manager who has consistently turned precision manufacturing facilities into cost and delivery machines, the kind of financial track record that tends to catch a CEO— COO’s attention. Bang. That is made directly for Ryan, who is the COO at HGCC. And that is something that I’m pretty happy with that is now tailored to Ryan and the likelihood of Ryan saying, yeah, you know what, this person did their research. That’s the kind of, of thoughtfulness that, that gets replies in outbound.

Julian D’Angelo [00:40:45]:
Sending a blasted template now, uh, it does make things a lot harder to do super well. And I can, again, I can be as thorough and I can go and look at, you know, every individual message, or once I get really comfortable with things and I know, hey, I’m, I’m pretty comfortable with where the AI’s at, I can also just save what it’s doing and move on to the next step. The last step before we get this live, I obviously need people’s contact info. I will tell Talin, you know what, we need, uh, we need work emails for these folks because I’m doing an email. So I’m going to click email and say that, hey, we need work. By the way, Talin, the whole workflow that I’m showing you works just the same on the candidate side. We can do the whole same thing that we’re doing, but with a job description as our input and for finding candidates and doing really good outreach to candidates. That’s why you’ll see personal here is an option.

Julian D’Angelo [00:41:32]:
We can also aim to get a phone number as well if calling is part of your stack. One click, enrich those 21 there. And then I’ve got some basic settings here in Talin that I can do different time zones, you know, my sending limit. How many people do I want to enroll in this campaign on a daily basis? I can launch this right away. So that it’s ready to go. And I’ve, you know, hey, in a few minutes, we’ve got— in 20 minutes, we’ve gotten our campaign off the ground. Or I can say, you know what, I’ve got— I want to come back to this. I want to make some edits.

Julian D’Angelo [00:42:05]:
I’m going to launch this later. And just like that, we have all 21 leads in here. Campaign is fresh and good to go. I can go in here at any time and kind of see what’s happening. I actually, I’ll get analytics on a step-by-step basis here. And then all the replies that come in are going to come in here through LinkedIn. And I will be able— sorry, rather through our inbox. And this is my, this is our, for everything, LinkedIn, email, InMail.

Julian D’Angelo [00:42:35]:
This is our unified inbox. So I can actually manage the leads directly from Talin and everything is going to live here. And so this is still enriching, but I don’t really need to wait around for it. This will just, as soon as I turn this on, it’ll automatically launch. It will run in the background. What’s awesome is everything that now happens in Talin is going to get automatically logged into Crelate. So if we actually go, let’s hop into our settings and our integration. As you can see right now, I am hooked up to Crelate.

Julian D’Angelo [00:43:08]:
And what’s really awesome here is I have a lot of control as to when we push things into Crelate. You can be on sort of the more, the slightly more aggressive Strategy and say, hey, if it’s in Talent, I want it in Crelate. I want the whole thing mirrored one-to-one. That means I would probably turn this on and I’d have pretty much all my settings turned on. Or you can say, you know what, I only really want to be creating contacts and logging replies only when, you know, we get replies from folks in campaigns. So if I wanted to do that, I might turn some of this off and say, hey, Only when they reply, only when I’m talking to a lead, that’s when I want it in Crelate. It is totally up to you. It’s all about you and your rules of engagement.

Julian D’Angelo [00:43:54]:
We’ll add tags to anyone that are currently in a talent campaign so that you’ve got a tag and you can kind of see in Crelate like what’s happening with those folks. And yeah, as you can see, like there’s no more one by one adding anyone to Crelate, logging notes, you know, things like connection requests and things like that don’t often make their way into the ATS. Now all of that. is going to get automatically logged.

Kortney Harmon [00:44:19]:
You have 2 questions. I’m going to play, uh, because we only have 7 minutes-ish left. Ask the question, how does talent avoid contact and scraping limitations of using LinkedIn and Sales Nav?

Julian D’Angelo [00:44:31]:
Yeah, absolutely. So we’ve been doing this for 4+ years. We just have a ton. We kind of know where to play in the sandbox and where kind of not to play in the sandbox. So Everything that we do is heavily limited and throttled. And if basically we have got set guardrails in the platform to not let you go over any kind of limits that LinkedIn basically would not be happy about, we just do a ton of work under the hood. This is, that’s not something we want you to have to worry about or think about. And so that’s one of the benefits of Talin is we, our goal is to take care of that stuff for you.

Julian D’Angelo [00:45:08]:
So you don’t really need to. Think about it. For example, like if you, you know, sending connection requests on Talin, we’ll never let you send more than like 40 in a day ever. And we’ll always space them out pretty heavily in between. If you try to send more than that, Talin will just basically create a queue and is gonna delay them until the next day, until the next week, until you’re able to safely sort of send them. So that, yeah, I think of it, a lot of guardrails here, uh, that are, are, are meant to kind of keep, keep folks safe.

Kortney Harmon [00:45:38]:
Do you tell the user, like, it’s like, here’s your alert, or tell the user to back off for the limits? Uh, Kurt asked a follow-up question to that.

Julian D’Angelo [00:45:47]:
Yeah. So what we, we’ll see a little badge in Talin. If you’re ever at like a LinkedIn limit for like sending, we’ll basically tell you, hey, like you’re at your limit of sending LinkedIn connection requests or DMs. So we’re holding off until like Monday to continue this.

Kortney Harmon [00:46:03]:
Steven asked the question. He said, I gather it’s smart enough to avoid sending the NPCs to either the prospect’s current company or his or her previous employers, correct? Yep.

Julian D’Angelo [00:46:14]:
You got it. They’ll automatically get a zero in their lead score. And so they’ll always be, once I import them from Recruiter Sales Nav, they’ll automatically show up in the rejected. It’s like a hard gate that our AI actually has that we built into it. So yeah. Spot on.

Kortney Harmon [00:46:32]:
I love it. And then the only other question, which I’m gonna also put Julian’s LinkedIn profile here. What is the cost per month we’re looking at, at something like this and the demo that you’re showing?

Julian D’Angelo [00:46:41]:
Yeah, absolutely. So we’re super transparent folks with our pricing. If you go to talon.ai, also look out in the next month, totally new website and a new brand as well. So keep your eye out for that. If you scroll to the bottom, you can kind of see our pricing. Um, which ranges from $150 a month to $250 a month. And we’re, we’re based on a credit system and our credit system, essentially how it works, basically different things in Talin use, uh, different credits. So really the main one is contact info.

Julian D’Angelo [00:47:13]:
And then certain AI features that are really AI heavy would use, uh, would use a credit. So for us, like the campaign that we just did, we shortlisted, uh, like 21 people. And then we got their emails as well. So the campaign I just did would only cost like 40, 50 credits, give or take, to run that. And our lowest plan has like 1,500 credits a month that you’re able to utilize. So I’d say if you’re just using Talin for maybe some light BD, our smallest plan 100% works for you. If you’re a power user, you’re using Talin for the candidate side, the BD side, uh, you’re reaching out to 1,000+ people a month, all that kind of stuff. I think you’d probably be closer to the $199 or like the $250.

Julian D’Angelo [00:47:56]:
The $250 plan. And with that, we’ve got a cool like ROI calculator here that can really quickly show you, hey, if you’re able to get some of the reply rates that we’re talking about here, and you know, this is how many leads you get, and then this is how many of those leads that you close, and you kind of know the lifetime value of your client. You know, if you’re able to get that engine going, some of the, you know, the return on investment can be dozens to 100x kind of what talent. costs. That’s, that’s our goal for, for you.

Kortney Harmon [00:48:24]:
Steven also wants a follow-up question, even though he’s going to stay around for the next session for Crelate. He does want to know if it integrates with RecruiterFlow.

Julian D’Angelo [00:48:32]:
Yes, we do. We do. We integrate with pretty much all the ATSs that are agency specific. So yeah, and you can see the full list on our app as well.

Kortney Harmon [00:48:41]:
Cool. Any last questions? I know we have Julian for 3 more minutes. Julian, I may have cut you off. Is there anything you have left to show, or you, you showed and told all the things?

Julian D’Angelo [00:48:51]:
We, we got through a campaign end to end. Main thing I wanna leave everyone with is 15 minutes of work that would’ve taken 3, 4 hours without Talin. If you wanna try it for free, first campaign’s on us, like I mentioned, app.talon.ai or just our website, talon.ai. You can go check it out. If you have a team, a larger team, you can book a demo with us also on our website, and we do longer pilots for multi-user teams as well. Thanks, Kortney. Really appreciate you having me and the whole Crelate team. Great team.

Kortney Harmon [00:49:21]:
You’re the best. I appreciate you. I hope you have a wonderful day. If you have not connected with Julian, he talks at quite a few conferences across the board and kind of what’s happening in the industry. So connect with Julian, follow him. If you have any questions, feel free to reach out and I can connect you as well. Worst case scenario. Have a great day, Julian.

Kortney Harmon [00:49:41]:
Thanks for joining us for this special Recruiting Evolution episode. As you heard, this session was originally recorded as a part of the FTE+ series, but going forward, you’ll find these conversations under the new Recruiting Evolution brand. Make sure you’re subscribed so you don’t miss what’s next, including new episodes, live sessions, industry spotlights, and Recruiting Evolution Expresses. I’m your host, Kortney Hartman. Thanks for being a part of this next chapter with us.

Julian D’Angelo [00:50:11]:
Fresh ideas.

Kortney Harmon [00:50:11]:
ideas, future-ready, and creating relationships that fuel growth.