The Basic Guide to MPC

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In this issue I’ll go over a basic guide on how I MPC using screenshots straight from linkedin on what I’m looking at.

This was a paid post from my old newsletter, now made free for this new one. I’ll gradually be copy/pasting my best performing editions/guides from the previous one here so everyone can have access.

As always - as I’m trying to grow this newsletter and brand - please share with your colleagues and teams so we can all get better together.

Being able to generate business is the #1 skill anyone in our industry can have.

In my opinion, this is the the most time tested way to generate new biz. There’s no secret sauce. Just sticking to the basics and putting in the work.

Whether you’re pure business development aiming for new logos; an account manager looking to break into new LOBs within your existing account; or a recruiter looking to set up an alley oop for your sales reps - figuring out ways to generate new biz is the lifeblood for any desk.

Below we’ll go over a basic guide on how to MPC which will cover:

• Choosing a niche

• Recruiting a good candidate

• Formatting their resume

• Sourcing potential openings for them

• Converting those into potential leads

Let’s dive in…

1: Choosing a niche

First thing you want to do is niche down as much as possible.

The more you niche down, the harder it is for regular recruiters to consistently fill those types of roles you’re targeting.

Further, you’ll be able to build a solid pipeline of candidates since you’re calling on the same skill set instead of spreading yourself thin.

As you’re choosing your niche, you need to think to yourself “can the recruiter next to me fill these types of roles?”

If the answer is yes, then you need to niche down further.

On top of that, you need to ask yourself “are these roles consistently fillable?”

If not, then you need to niche up a bit.

Essentially, you want to figure out the perfect supply & demand ratio. High demand for this skillset, low supply.

I’ll use two examples personally:

• For the account I manage, I choose Java Developers

  • this is a common skill set for F100s, yes, but it’s the most requested skill set so it’s pretty much mandatory for me

• For my new BD effort, I chose Serverless JS Devs (react/node/aws/lambdas/typescript)

2: Recruiting a good candidate

Yes, we do this before we have a job order for this method.

Why’s that?

You essentially take the candidate and use them to dangle the carrot to the prospect.

Anyone can cold call. Anyone can cold email. Your 1000 other competitors are doing it. They all are copying the same old value prop pitch also.

So how do we really set ourselves apart?

Bringing them a good candidate first.

This is our value prop. We specialize and niche down in this area, provide a steady pipeline, and can provide you a candidate you’re interested in without even having a qual call.

You really need to be smart & strategic about who you present though. Because this is the first impression you’re setting with the prospect.

The candidate must have:

• A strong background/resume within the niche.

• All the skills, keywords, etc.

• Good industry/company experience

• Solid job tenures

From there, you pitch them on the idea of the MPC and what’s in it for them.

Sure, everyone can apply to roles online. But we’re adding the extra layer - no cost to them - on making sure we’re getting them directly to the decision maker, increasing their chances of success.

We’re essentially operating as their very own sports agent, but for their job search.

Get to know what their motives and pain points are, and then stay objective when you’re sourcing for roles for them (more on this later).

3: Formatting their resume

These managers are busy and you’re cold emailing them out of nowhere, so you better make sure the resume is on point.

Easy to skim/read/digest. The bullet points should clearly state what your candidate did, how they did it, and what they achieved.

You can download my free resume template here. Idk if it’s the best way to format a resume out there, but it’s worked for me virtually every time.

The one thing you’ll want to do though is redact their name and contact info, this way they can’t steal your candidate, interview, and hire them behind your back.

Some recruiters out there will redact the client names. I personally don’t, to my knowledge I couldn’t tell you the last time someone stole a resume from me that way.

4: Sourcing Potential Openings

Now I head to linkedin and source jobs.

Let’s use my Serverless JS roles for example.

In my opinion, the key - esp for tech - isn’t looking at the brand name companies everyone knows. You’re not going to break down the walls and sign yourself onto the vendor list at Meta. Plus, they probably don’t need people like us too.

We want to target lesser-known names that aren’t getting those strong wave of applicants. That’s where our services are needed most and where we’ll have a higher likelihood of hearing back.

I’ll go to the jobs tab, play around with the filters, and start sourcing for positions. A basic search may look like this:

From there, I’ll scroll down and look for job posters that are hiring managers. Notice this one is an HR rep, I don’t want to message them because we want to go straight to the decision maker who has some influence. Not HR who thinks of us as their enemy trying to knock on their door.

Ah, here we go, within one of the first few listings we see a hot lead. Hiring manager posted the req, has the purple banner which shows intent, and req fits my niche mpc pipeline.

You bet your ass I’m sending an MPC to this fella right after I smash send on this newsletter.

Anyways, from here, I use a free tool called apollo.io. It’s a free chrome extension. So go ahead and click on the manager’s LI profile, then open the extension. It’ll scrape his work email, and bam, you can now send him your MPC email right then and there.

Now, let’s pretend there is no job poster listed. What do we do?

Let’s use context clues to try to identify as close to the HM as possible

We’ll use Splunk as an example. We’ll see the UEBA LOB. Let’s go on splunk’s company page and search employees.

I type in “UEBA” in the people section of their company page.

BAM - we narrowed it down from like 8k employees down to 30.

Now we scroll down and look for people in the US that are HMs, directors, etc.

Ding Ding Ding! We got a winner!

If you’re an account manager - as in you only service one client who hires a ton of people - this method is still helpful. I actually MPC more this way than I do for new logos.

It’s pretty much the same approach, just targeted at the one specific company.

5: Converting to leads

So now we know to:

• Niche down

• Recruit a good candidate

• Source for leads

Now we are going to convert them into meetings.

Take that redacted resume of yours and that apollo email scraper.

Load up microsoft outlook.

My email looks like this:

“Hi Joe,

I’m a Recruiting Partner at Jabroni Recruiting Solutions.

My area of expertise is recruitment of software engineers, specifically JavaScript Developers that operate in serverless environments.

I saw you posted a job on LinkedIn (Job ID/URL), so I’m assuming filling this role is a priority for you.

Here’s a candidate I have in my que that’s fully vetted and ready to interview asap.

Would you be opposed to meeting to discuss his background and your job opening? I’m free anytime tomorrow and Friday after 2:30pm EST”

The key here is to use your candidate pretty much as bait. The prospect takes the bait, sets up a meeting.

If they set up a meeting, that means you know they’re interested enough at least to get back to you over the other 500 recruiters reaching out to them.

You have to hold strong and let them know you’ll only set up an interview & give the candidate info after your MSA is signed.

From there, you’re golden and just got yourself a new logo.

Wrapping it up

Do this enough times and BAM! You will drum up new biz in no time.

The pushback I get on this is that you’re wasting time talking to candidates up front without any reqs to work.

To me, that’s the difference between the A Players and the average joe.

Again, everyone from robert half and their mothers are cold calling, cold emailing with the same pitch as everyone else.

While I’m sending them a redacted resume of someone who’s a good fit for the role. No fluff, a real, live value prop as to why they should work with me.