Automindz Solutions

Recruiters keep missing this trigger And it’s a goldmine for new placements Most recruiters wait for job postings before reaching out. By then? You’re already late. The way to win is to not only chase open roles… But to also anticipate them coming up. And one of the best hiring triggers? 🚨 Employee left company Here’s why: When an employee leaves there is an instant skill gap in the team. But most companies don’t open a job right away. Instead, they try to… ❌ Assign work to existing employees (overloading the team) ❌ Delay hiring until they feel the pain ❌ Test if they can operate without replacing the role That’s your window of opportunity. How to win before the job is posted with an example: 👉 A SaaS company loses its RevOps Manager. 👉 The team suddenly struggles with CRM management, sales reporting, and automation. 👉 The CEO doesn’t post a job right away and tries to see if the Sales Director can handle it. 👉 Two months later, they’re drowning in inefficiencies. 👉 They finally open a job but now 50 recruiters are reaching out at the same time. But what if you reached out earlier? “Hi {{first_name}}, I saw {{RevOps Manager Name}} recently left their position. A lot of teams struggle with CRM workflows and reporting gaps when this happens. I placed a few RevOps specialists in SaaS companies facing similar challenges. Happy to share what’s worked for them.” No hard sell. Just timely relevant insight. Suddenly you’re not just another recruiter. You’re the first person to talk about this problem. How to automate this trigger Most recruiters don’t track job changes. So they miss opportunities before they’re public. Here’s how to automate it on a high level. ✅ Monitor LinkedIn job changes for key roles with Clay ✅ Enrich their recent employer and find their relevant contacts ✅ Use the data you have to personalize the outreach message ✅ Enroll them in a multi-channel outreach sequence Recruiters who anticipate hiring needs will always be closing new clients. Which one are you?

You’re a specialized recruitment firm & confident in your sales team? Here’s how to put extra $$$ in your P&L: You already know how to sell. You’ve built a solid process. Your team is closing deals. But what if you could remove the repetitive manual work and scale without adding headcount? Market Mapping & Data Scraping → Identify who’s hiring now, who’s hiring next, and who always hires → Scrape job boards, LinkedIn, and funding data to track real hiring signals → Build live, dynamic lead lists so you’re always ahead of the curve Outreach & Business Development → Automate multi-touch outreach (email, LinkedIn, even personalized video) → Set up triggers so you reach out at the right time, to the right person → Follow up without spamming - personalized sequences that actually work CRM & Sales Process Optimization → No more manual data entry - sync everything automatically → Track leads, job openings, and conversations without the admin headache → Report on what’s working so you can refine and scale faster Candidate Acquisition & Engagement → Set up always-on sourcing so you’re never scrambling for talent → Automate screening, follow-ups, and interview scheduling → Keep your talent pool warm so you can fill roles before competitors AI & automation aren’t here to replace recruiters - they’re here to give you leverage. The agencies growing fastest aren’t working harder. They’re using smarter systems that free up their team to focus on what actually moves the needle. If you’re still relying on manual BD, outreach, and admin - you’re leaving money on the table. -- Grow your pipeline. Not your headcount. I'm Fabian and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔

How to "borrow" market share from the big recruitment players Ever notice how there's always that ONE recruitment firm in your market that seems to have it all? The clients, the candidates, the engagement... Yeah, our clients were sick of watching it happen too. Most recruiters struggle with LinkedIn. They post consistently, engage genuinely, try to build their audience – but it often feels like they're in an echo chamber, talking to the same 50 people over and over again. Meanwhile, the big players? They're swimming in engagement, winning the best clients, and building massive pipelines without breaking a sweat. But we discovered something game-changing for our recruitment partners: you don't have to start from scratch. You can actually leverage THEIR engagement to build YOUR pipeline. Here's how we help recruitment firms do it: 1️⃣ Capture the right audience When industry leaders post content, who's engaging with them? - Hiring managers actively looking for talent - Candidates searching for their next role - Fellow recruiters (competitors or potential team members) - A handful of supportive connections Using tools like Trigify.io, we track these interactions and build lists of real, engaged people who are already interested in recruitment content. 2️⃣ Find the diamonds in the rough Not every "like" is created equal! That's where Clay comes in. We use Clay to: - Enrich data with crucial details (job titles, company size, hiring plans) - Filter out the noise so our clients are only focusing on actual decision-makers - Prioritize people who are actively hiring or scaling teams - Instead of spray-and-pray outreach, our recruitment partners are zeroing in on prospects who are already raising their hands. 3️⃣ Reach out authentically With a qualified list, we automate connection requests and messages – but in a way that still feels personal and thoughtful. The results for our clients have been incredible: - More meaningful client conversations without cold-messaging strangers - Networks full of engaged hiring managers and quality candidates - Less busywork, more high-value connections, and steady pipeline growth While everyone else is chasing engagement, our clients are capturing it. Want to stop the LinkedIn guessing game and start turning social activity into actual business? Let's chat! P.S. Already the big fish in your pond? Our approach works on your own engagement too – just with way less manual grunt work. -- Grow your pipeline. Not your headcount. I'm Fabian and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔

"We're too small for AI & automation" - why this myth is holding back recruitment agencies: We had a call this week with the founder of a 6-person recruitment team specializing in engineering roles for early-stage startups When discussing automation solutions, he shared a concern we hear constantly: "We've never tried anything like this before... we're probably too small to benefit from this level of automation." Sound familiar? Here's what most growing recruitment agencies miss: Size isn't what determines if you need automation - it's your growth ceiling. This team was handling up to 10 clients simultaneously but could only dedicate 1-1.5 days per client per week. Their 15,000-candidate database was sitting underutilized because manual searching was too time-consuming. The real questions aren't about your team size: - How many more placements could you make if sourcing was automated? - What if your recruiters could focus exclusively on candidate engagement and client relationships? - What's holding your team back from taking on more clients? For this team, automation isn't a luxury for "when they get bigger" - it's precisely what will help them get bigger. One of our smaller agency clients (just 4 recruiters) increased their placement capacity by 35% within three months of implementing our solution. The most successful boutique agencies we work with don't use automation to replace their personal touch - they use it to amplify it. Is your agency "too small" for automation, or is manual work keeping you small? -- Grow your pipeline. Not your headcount. I'm Fabian Herhold and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔

Recruiters, your team should be posting on LinkedIn. Here’s why (and how to do it without wasting time) Let’s be real. Most recruitment teams suck at content. They either: - Don’t post at all because “they don’t have time.” - Share a boring company update once in a blue moon. - Rely on one “social media guy” to do it all (who no one listens to). And then they wonder why inbound leads are dry and outreach gets ignored. Here’s the reality: People buy from people. And if your team’s faces never show up, your agency stays invisible. Recruitment is a game of trust. And trust is built before you even send a message. Think about it: - If a hiring manager sees your consultant’s name pop up on their feed 3-4 times before an email lands in their inbox, they are more likely to reply - If candidates recognize your team as specialists in their field, they’ll come to you first - before even thinking about applying elsewhere. - If your recruiters are positioned as industry experts, you get inbound leads (instead of chasing). BUT… let’s address the pushback: “My recruiters don’t have time to write LinkedIn posts.” Fair. But here’s the fix: AI-powered content systems for recruitment teams Imagine this: - your team drops a quick 30-second voice note sharing a hiring trend, success story, or market insight. - an AI assistant turns that into a fully written LinkedIn post - formatted, engaging, and ready to publish. - a system nudges them to approve & post - in under 2 minutes. Zero writer’s block. No wasted time. Just consistent, high-quality content. Result? Your agency stays top of mind - without draining your recruiters’ time. Bonus? More inbound leads & easier conversations because people already know your name. It’s 2025. You can either stay invisible or own your niche online. -- Grow your pipeline. Not your headcount. I'm Fabian and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔

Your CRM Is a mess (and it’s costing you placements) Recruiters dump thousands of contacts into their CRM… Thinking it’s a money-making machine… But in reality it’s a graveyard of outdated leads. I’ve spoken to dozens of recruitment teams... ❌ “We store everything in Bullhorn, but no one actually uses it.” ❌ “Our CRM is full of dead leads, and updating it is a nightmare.” ❌ “We rely on LinkedIn Recruiter instead because our CRM is useless.” And that’s the real issue. Recruiters don’t trust their CRM because it’s filled with bad data. As a result theyre using multiple tools and their data is split across. That’s why you need to automate data scraping and enrichment. Instead of wasting hours updating records manually or worse ignoring them completely use data scraping + enrichment workflows to turn your CRM into a self managing asset. 📌 Data hygiene and enrichment This one hurts very bad every time I see it Companies are in the CRM - 5 times 🤣 No domains for lookups. No useful information about leads. In some cases a note from last year. This makes automation and sales hard. With Clay you can automate this easily. Account is added to the CRM. A workflow collects all needed data points. Updates the account by itself. 📌 Automate job scraping Every time a target company posts a new role An automation qualifies if it’s a relevant role for you Enriches needed information like the decision maker It syncs into your CRM. Notifies the right recruiter. No more manually tracking job boards for in-market companies. 📌 Auto-update decision-makers If an existing contact gets promoted or switches companies. The workflow enriches the new information about them. Updates the CRM profile and adds the new company. Your team gets notified automatically. No more reaching out to the wrong person. And warm contacts in new accounts. 📌 Enrich contacts with intent signals Track who’s visiting your website. Who’s engaging with your competitors. Who’s actively posting relevant stuff on LinkedIn. Who’s expanding their business into new locations. Or any other signal that shows a buying intent. Sync that to your CRM to inform your team. So you can reach out at the right time. With an actual relevant message. 📌 Re-engagement Drop in candidates inboxes from time to time Some of them might be ready to change their jobs Even though they ghosted you 3 months ago Regular engagement can open a lot of opportunities. But many recruiters simply forget them. An automation can do that for you. They don’t forget. I’ve seen recruitment teams go from blindly blasting to running an automated business development engine just by implementing these workflows. ✅ 10+ hours saved per recruiter per week ✅ 50%+ increase in response rates due to relevant outreach ✅ More placements with less data work struggles Most recruiters treat their CRM like a storage unit. The best ones treat it like a sales engine. Which one are you?

Recruitment is a research game. If you don’t know who you’re reaching out to, what they need, and why they’re hiring - you’re just guessing. But here’s the problem: Most recruiters spend hours manually searching for jobs, researching companies, and finding decision-makers - when they could be closing deals and building relationships instead. That’s why every recruiter should look into Clay to automate these steps. 👇 Here’s how it works: 1️⃣ Find fresh job opportunities on autopilot - Clay scrapes LinkedIn Jobs on a schedule - Set your filters once—get a daily list of relevant roles Never miss out on a hiring opportunity again 2️⃣ Qualify roles & companies instantly - AI scans job descriptions for exactly what you’re looking for - No more wasting time on irrelevant job posts - Focus only on companies that fit your niche 3️⃣ Identify the right decision-makers - AI suggests who you should reach out to - Find hiring managers & department heads - not just HR - Enrich their details (email, LinkedIn, phone) automatically 4️⃣ Ensure your contacts are worth reaching out to - AI analyzes their profile, job history, and hiring signals - Filters out bad leads so you don’t waste time on dead ends - You’re left with highly targeted outreach lists 5️⃣ Personalize at scale - AI extracts key info from job descriptions - Highlights required skills, hiring urgency, company culture - Generates custom outreach messages that feel 1:1 End result? ✅ You focus on building relationships ✅ Your outreach is highly relevant ✅ You save 10+ hours every week Recruiters who use data-driven automation are the ones winning in 2025. Have a manual research process in mind you want to automate? Let me know in the comments! -- Grow your pipeline. Not your headcount. I'm Fabian and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔

Fabians Founder Friday 5# Here is what was going on this week in my life as a 26-year-old agency founder in Dubai: - on Monday our 2nd employee started and is off to a good start, working on some more internal automations, while also watching us over the shoulder and learning about client projects - we also hired somebody to help us out on graphics for content & ads, as we are not the best at it and also lack more and more the time and focus because of our growth - got some global payment problems with some clients where we need to figure out a better and more flexible solution. was looking at solutions like Currenxie, but encountered some problems when registering - I've started posting always at 4:15pm GST | 1:15pm CET | 7:15am EST to make it easier for anyone interested to set their alarm clocks for when to watch out for my newest post. I've actually seen increased impressions over the last few weeks where I did this, but I also tried to start commenting more again - which is more likely the factor here. - I got my Emirates ID and I'm now officially a habibi and was able to open up my bank account here - moving into our apartment next week and have already bought some furniture for it this Wednesday (couch, bed, ...), which all look super cool - need to give an apartment tour maybe once we are fully moved in? Keep crushing it everyone - and a happy Friday! -- Every Friday I post my learning/topics of the week as an agency founder from Germany, who moved to Dubai into my digital diary here on LinkedIn aka Fabians Founder Friday. Including personal learnings, business struggles, mindset growth, and giving you insight into my journey and the one of Automindz Solutions Follow me on my journey & to stay up-to-date on AI & automation use cases in recruitment

Why most lead-gen agencies don’t work for recruiters We’ve gone up against a lot of lead-gen agencies. Some big names. Some fancy tech stacks. And time after time, we win. Not because we send more emails. Not because we have some secret automation. But because we actually understand recruitment. Here’s the thing… Most agencies run the same playbook for every industry. They treat recruitment like SaaS. Or real estate. Or e-commerce. But recruitment isn’t like any of those. ❌ Your leads aren’t shopping for a tool - they need a hiring solution. ❌ Timing is everything - if you’re too late, the job is filled. ❌ It’s relationship-driven - if you sound generic, they ignore you. Recruitment leaders can smell a copy-paste sequence from a mile away. That’s why we win. ✅ We track real hiring intent - open jobs, funding rounds, team expansions. ✅ We speak the language of recruiters and decision makers. ✅ We don’t just book calls - we help sign clients who actually need talent. But here’s what makes us different: We don’t stop at outreach. ✅ We optimize your CRM and sales process so you’re not chasing leads manually. ✅ We automate internal workflows (candidate tracking, follow-ups, pipeline reporting). ✅ We build custom recruitment automations that free up your team’s time - for example building you a CV anonymization app. Most agencies are just playing the numbers game. We play the placement game. And that’s why our clients win. If you’re tired of wasting time on low-quality leads, messy admin, and outdated processes… Maybe it’s time to work with a team that gets recruitment. 👇 Grab our Recruitment Automation Playbook from my profile or let’s chat. -- Grow your pipeline. Not your headcount. I'm Fabian and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔

Probably the most creative way to find top talent as new candidates to place as a recruiter Have you ever wished you could source candidates while making coffee? Or - more realistically - while stuck in traffic? Turns out, you can. We built a Siri shortcut that turns your voice into a LinkedIn sourcing machine. Just say: “Hey Siri, find sales managers in New York” - and boom, a full LinkedIn search runs automatically. No typing. No clicking. No manual searching. Just one voice command, and you’re reviewing candidates before your next sip of coffee. ☕️ Efficiency? ✔️ Innovation? ✔️ Superpowers? Pretty much. Recruitment is evolving. Are you? Take this one as an example to get creative on where and how all this new tech and AI can help you become more efficient and a better recruiter. Watch the video on how to set this workflow up & tag your recruitment buddy who should check this out -- Grow your pipeline. Not your headcount. I'm Fabian and I run Automindz Solutions We build systems that let you scale your recruitment agency without scaling manual work. Leave a like + click my name and follow me 🔔