Building a Talent Pipeline

“I just need one good client”, said every freelancer making ₹10–20K/month. But here’s what no one tells you: You don’t just need one client. You need a system that brings you clients; without chasing or hoping someone stumbles across your profile. One of my coaching students’ recent post brought in 5 high-quality leads. No viral hack. No big following. Just the right strategy. Here’s what most freelancers are missing 👇 1. You’re looking in the wrong places Clients aren’t hanging out in comment sections. They’re not scrolling hashtags. They’re in your inbox, once your positioning is clear enough for them to recognise you’re the solution. ✅ Niche down your offer ✅ Speak to the specific problem you solve  ✅ Be discoverable through content that says, “I’ve done this before, and here’s proof” 2. You’re waiting for leads instead of warming them Most beginners post and hope someone notices. That’s not a strategy. That’s a prayer. → Start conversations → Show up in their feed → Drop value that solves exactly what they’re struggling with If people are watching your content but not converting, you’ve got visibility, not desire.  I flip that. 3. You’re trying to look professional, not powerful Perfection doesn’t sell. Confidence does. People don’t care about your perfect profile, they care about whether you get them. And you only get that across when your content sounds like a real person, not AI written nonsense. If you’re stuck below 50k/month and want to scale to ₹1L/month, this is what I do in my coaching, step-by-step. Positioning. Content. Outreach. Closing. Everything. DM “COACHING” and I’ll show you how to turn strangers into clients; without ads, funnels, or fluff. Let’s get you out of survival mode. And into serious business.

The first 6 months of my freelancing journey: I earned €500 a month. I struggled to find clients. I questioned my skills. And honestly, I felt like giving up more times than I’d like to admit. What changed everything: I stopped chasing clients and started building a trusted freelancing brand. The kind that draws clients to you. Here’s how you can do it too: 1. Your content is your portfolio. ✔️ Share lessons you’ve learned. ✔️ processes you follow, and small wins. ✔️ Teach something valuable instead of just selling. 2. Build and refine your skills ✔️ Clients pay for expertise ✔️ Every project is a chance to level up. ✔️ Focus on improving both technical and soft skills. 3. Master negotiation ✔️ Understand what the client truly needs. ✔️ Don’t undersell yourself to "close the deal." ✔️ Be clear on what is that you bring to the table. ✔️ Confidence grows when you’re ready to say no. 4. Network with intention ✔️ Engage with potential clients daily. ✔️ Build relationships with fellow freelancers. ✔️ Nurture connections—they lead to referrals. The goal isn’t to be just another freelancer. Be the freelancer clients trust and refer. PS: Need more tips? Grab my freelancing cheatsheet (500+ freelancers already have it) here: https://bit.ly/3LWwyZ7

Some months you’ll bill £30k. Other months you’ll bill £0. Same recruiter. That’s recruitment. This job isn’t about steady, predictable wins. It’s about managing chaos. You can smash your personal best one month… …then lose three offers in a row the next. You can be working harder than ever, but if your pipeline’s full of bad briefs, slow clients, or flaky candidates, your billings won’t reflect the effort. Recruitment rewards consistency of process, not consistency of results. The recruiters who survive the rollercoaster don’t avoid the dips, they prepare for them. They: Build pipelines that don’t rely on one client or one candidate. Score roles ruthlessly and focus on the ones that convert. Track KPIs weekly so they spot leaks before revenue disappears. Stay emotionally neutral, win or lose, they keep executing. The job gets easier when you stop tying your self-worth to a single month’s billings and start focusing on the inputs you can control. Some months you’ll win big. Some months you’ll take hits. The recruiters who last play the long game and that’s why they outbill everyone else over time.

Recruiting isn't just reactive job-filling. I did the math. After nearly two decades in recruiting, I've likely had over 20k career conversations (5, give or take, per day) with professionals about job history and career trajectories. And everyone wants something different in their next move. 🔹 Better quality of life (usually around flexibility or commute). 🔹 A company mission they believe in. I've heard it all--green energy, nonprofit, health, fitness, or advocacy. 🔹 A fresh challenge. Many are bored or internal mobility is nonexistent. 🔹 Opportunity to work with emerging tech or build something from the ground up 🔹 and.....💰 In recruiting, your network truly is your net worth. I've documented the details of these conversations in my CRM--capturing motivations, skills, comp target, and overall knowledge. So how does this translate as value to an employer who hires a tenured headhunter? ✔️ Faster hires: Pre-qualified candidates mean less time sourcing. ✔️ Pipeline: Connection to passive talent who may not be actively in a job search ✔️ Niche talent. If you hire a search firm specializing in accounting or technology or SAAS or geographically specific....their focus and expertise are your advantage. ✔️Market intel. Again, a recruiter's database is a goldmine for insights on salary expectations and skill trends. ✔️ And let's not forget the experience. The reps of interviewing and candidate assessment, negotiation, and offer management. Some leaders evaluate search fees based on the time spent filling their role, overlooking the years of built-up knowledge, thousands of career conversations, and curated networks. Sure, AI can source. But does AI have a network and history of relationships? #anofornow Experience can be an ageist curse in the eyes of some, but in the right light--it's a competitive advantage. 😉 Happy Friday, all. What's on the agenda for the weekend?

Freelancing Is Too Unstable to Be a Full-Time Career. You’ve heard it a million times… It’s what the naysayers and doubters love to proclaim. An unpredictable way to make ends meet. _____________________________________________ And for a while… I bought into it too. Guess what?? They are not entirely wrong. Lol As someone who used to be a freelancer (product packaging designer) here on Linkedin, I have had my own fair share of the harsh realities of freelancing & honestly, there are days you wish you hadn't listened to your friend “Sukki” & quit your 9-5 job because even though that environment was toxic, at least it gave you some form of job security. _____________________________________________ In 2022, I had built a thriving, full-time freelance career here. And I did it WITHOUT the constant uncertainty. How? A few simple strategies… _____________________________________________ 🔴Diversify Your Client Base. Don’t rely on just one or two clients. Spread the risk, and you’ll find stability. 🔴Master the Art of Upselling. Turn one-off projects into ongoing partnerships by offering extra value. _____________________________________________ 🔴Create a Personal Brand. Make yourself stand out. Show the world what makes you unique. 🔴Leverage Technology. Use the latest tools to streamline your workflow and connect with high-paying clients. 🔴Invest in Continuous Learning. Keep growing your skills, and you’ll stay in demand. _____________________________________________ 🔴Implement a Subscription-Based Model. This was a game-changer for me. Instead of waiting for clients to come to me sporadically, I offered my services on a subscription basis. Here’s how it works: I provided clients with a monthly package where they’d get a set number of design hours or projects each month. This gave them a predictable cost and ensured they always had my support when they needed it. For me, it meant a steady, predictable income stream. No more feast-or-famine cycle. And here’s a crucial lesson I learned the hard way: You don’t need 500 new clients every month to make ends meet. The larger the number, the more worn out you get, and the less chance you have of delivering quality work. Instead, you only need a few clients who truly value what you do. As long as you deliver, they’ll stick with you for life. _____________________________________________ I’ve put a more clear and thorough breakdown of these and more in a video course. Check my featured section to get started if you're a freelancer or professional looking to scale. Did you learn something new today?

Freelancing promises freedom, but for many, it feels like a  𝗡𝗘𝗩𝗘𝗥-𝗘𝗡𝗗𝗜𝗡𝗚 𝗰𝗵𝗮𝘀𝗲. Despite their skills, most freelancers barely break even. The reason? It’s not just about talent, ↳ it’s about strategy. Here’s why most fail and how to rise above the noise: 𝟭. 𝗧𝗵𝗲 “𝗪𝗼𝗿𝗸 𝗛𝗮𝗿𝗱𝗲𝗿” 𝗧𝗿𝗮𝗽: Hard work alone doesn’t  ↳ guarantee success. Clients don’t pay for effort, ↳ they pay for results. If effort was enough,  every hustler would be ↳ WEALTHY. More work ≠ More money. So what does? 𝟮. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴: Most freelancers are replaceable because they market themselves as ↳ “generalists.” If a client can’t instantly see  ↳ why you’re the only choice, ↳ they’ll choose based on price,  ↳ & you lose. 𝗧𝗵𝗲 𝗙𝗶𝘅: Own a niche. ↳ Be known for something, ↳ not everything. 𝟯. 𝗣𝗿𝗶𝗰𝗲 𝗪𝗮𝗿𝘀 Lowering prices isn’t a strategy, it’s a slow exit. Clients who haggle today will micromanage tomorrow. Want high-paying clients? Stop being the “cheap option. 𝟰. 𝗡𝗼 𝗟𝗲𝗮𝗱 𝗙𝗹𝗼𝘄 Waiting for clients = Career suicide. Most freelancers only market themselves when they’re out of work. By then, it’s too late. 𝗧𝗵𝗲 𝗦𝗵𝗶𝗳𝘁: Marketing isn’t optional.  Build demand before you need it. 𝟱. 𝗗𝗼𝗻'𝘁 𝗖𝗵𝗮𝘀𝗲, 𝗔𝘁𝘁𝗿𝗮𝗰𝘁. Freelancers beg. ↳ Experts attract. Clients chase authority, ↳ not availability. How? By showing expertise,  ↳ not just selling services. Posts, case studies, insights,  make them see your value before they even talk to you. 𝟲. 𝗕𝗲 𝗮 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝘀𝘁 Freelancers follow orders.  ↳ Experts lead the conversation. Clients respect and pay leaders,  ↳ not just executors. If you don’t influence decisions, ↳ you’ll always be dictated by them. Years ago, I was just another freelancer, working harder, charging less,  & waiting for opportunities. I broke out by shifting from being  ↳ a service provider to a brand. The Result? Higher-paying clients,  ↳ more stability, &  ↳ work on my terms. ______________________________🖋️ 𝗣.𝗦.  What's your struggle story? ↳ Drop in comments... If you want to build a freelance career that  pays well and lasts, ↳ Let’s connect & discuss in depth. . . . . . . #Freelancing #FreelanceTips #FreelancerSuccess #ClientAttraction #HighPayingClients #BrandPositioning #FreelanceGrowth #MarketingForFreelancers #FreelancerMindset #AuthorityBuilding #BusinessStrategy #PricingStrategy #FreelanceLife #LeadGeneration #EntrepreneurMindset #Founder #Freelancer #CEO #FreelanceTips #FreelancingSuccess #PersonalBranding #PersonalBrandingTips

When you've been freelancing a while, you realise that more hustle doesn’t equal more clients. The problem usually isn’t that you’re not pitching enough… it’s more that not enough of the right people know you exist or trust your judgement. Getting people to SEE you is one thing, but getting the like and trust factor is a different beast entirely. Here’s how I do it. 1. Build a warm lead ecosystem instead of using one-off tactics Most freelancers treat lead generation like a buffet: a bit of posting here, a few DMs there, maybe a networking call if they feel brave. Individually, these actions can work. But it’s when they’re all used together, consistently, that they turn into a flywheel that pretty much runs on its own. Think of your lead generation as an ecosystem with different layers of visibility, proof, and connection. 2. Create a “people map” It’s tempting to go with the scattergun approach of finding leads, and sometimes this can work (especially early on when you’re not 100% sure who you serve). But, if you want to really drill down into it, ask yourself: Where are the rooms full of clients who already want what I do? Use the answer to start building a living document of the people, companies, and communities worth staying visible in. - Founders you admire - Ideal client companies - Newsletter writers your audience reads - LinkedIn creators talking to your people - Agency owners who subcontract - Podcast hosts in your niche 3. Warm yourself up in rooms before you reach out A CLASSIC freelancer mistake: 1. Arrive. 2. Pitch (and hope that it turns into something). A better approach: 1. Observe 2. Add value 3. Become familiar 4. Pitch only if it makes sense I call this “warming up” and it creates warmer leads that are more open to you pitching/asking for work when the time is right. Some low-effort, high-impact warm-ups include: - Thoughtfully commenting on content - Replying to newsletters or stories - Sharing content with an added insight - Offering a micro-observation about their brand or positioning Once you start building out your people map, you can spend 5-10 minutes a day warming a few people on it. 4. Show your brain Clients don’t hire you because you write, design, code, or strategise. They will often hire you because of how you think and how you show up. Share: - How you make decisions - What questions you ask in projects - Problems you’ve solved and how - Mistakes you’ve made + how you fixed them - Screenshots from inside your process - 60-second voice notes or short videos explaining an insight Aim for one “thinking” post per week, which could be a small breakdown of how you’d approach a client problem. 5. Use micro-asks to unlock hidden opportunities Instead of “Do you need help?”, ask smaller, softer questions that open the door. Try: - “How are you currently approaching X?” - “Do you ever outsource Y?” - “Who owns X inside your team?” Send 5 micro-asks per week to people already in your orbit.

Executive Talent Acquisition Series: Building Long-Term Pipelines In executive search, urgency is real - but foresight is everything. This week, I’m spotlighting the power of long-term talent pipelines. Because the best time to start building relationships with future leaders isn’t when a role opens - it’s months (or years) before. Here’s what best-in-class executive TA teams do to stay ahead: - Market mapping: Continuously scan the landscape for emerging talent, not just known names. - Relationship-first sourcing: Engage executives early, offering insights and value - not just job descriptions. - Strategic forecasting: Partner with business leaders to anticipate leadership needs based on growth, succession, and transformation. - Candidate care: Maintain warm pipelines through regular check-ins, thought leadership, and personalized outreach. At its core, pipeline-building is about readiness. It’s how we ensure that when the moment comes, we’re not starting from scratch - we’re activating relationships we’ve nurtured with intention. “Executive hiring isn’t just about filling roles. It’s about cultivating possibility.” Next week, I’ll explore the value of in-person interviews—not just as a tool for assessment, but as a powerful way to deepen understanding and begin building trust with future leaders. #ExecutiveSearch #TalentPipelines #LeadershipHiring #StrategicImpact #TAChampions #FutureReady #CandidateEngagement #TeamCVS

We have been (and are) hiring quite a bit and learning a lot of interesting lessons along the way on the best way to hire top talent. You can’t just post a job and hope for the best; you need to approach it like a sales process. In sales, you don’t wait for leads to come to you. You build a pipeline, nurture relationships, and follow up consistently. Hiring should work the same way. A few key principles we’ve seen from the best hiring teams: 1. A CRM for hiring You wouldn’t let high-value leads slip through the cracks. Why let great candidates? Keep track of conversations, touchpoints, and where each candidate is in the process. 2. A structured cadence The best candidates are busy. If you’re not following up, someone else is. Just like in sales, you need a structured approach to outreach, follow-ups, and closing. 3. A long-term pipeline The worst time to start hiring is when you urgently need someone. Great teams are always building relationships with potential candidates, even before a role opens up. 4. A strong pitch Selling your company and team matters as much as selling a product. The best people want to work with the best people. Why should someone join? What’s the unique value proposition? The best hiring teams craft compelling narratives, not just job descriptions. 5. A clean close The offer stage is like closing a deal. If you let it drag on too long, you lose momentum. Keep the process tight, make the offer compelling, and close with intent. The best hiring teams aren’t just recruiters. They are sellers.

My philosophy for building a talent machine is called the Virtuous Circle and it looks like this... ➡️ Ideal Candidate Profile (ICP) informs ➡️ Hiring Process which flows into ➡️ Onboarding which sets up ➡️ Performance Management, Success Definitions & Talent Calibration which feeds right back into the ➡️ ICP Here’s the catch: You have to connect the dots between what drives performance right now and how you hire right now. That means asking: 🔹 What can we reasonably coach or teach during onboarding and what absolutely must walk in the door on Day 1? 🔹 Are we testing in interviews for the things that actually separate top performers in this role, at this stage, in this market? 🔹 Does our performance management system reinforce the behaviors we said we were hiring for or something else entirely? 🔹 And are we adjusting our ICP based on what we're learning from our highest and lowest performers on the team? If those systems aren’t in sync, you’re flying blind. You’ll hire someone with “potential” that never materializes because you needed execution now. Or you’ll pass on someone who could have crushed it with the right onboarding. Or you’ll hire the right person, but throw them into a role where the definition of success is murky or constantly shifting. The Virtuous Circle only works if you run it in real time with feedback, iteration, and honesty about what’s working. Where’s your hiring process out of sync with performance today? #salesleadership #hiringstrategy #talentdevelopment #onboarding #performancemanagement