Asim Imran

Asim ImranAug 21, 2026

I spoke to a recruitment agency founder last week. He has been working until 00:30am, every night. New vacancies coming in. Clients asking for candidates. Candidates dropping out. New business to chase. He has 7+ roles open and one person to do it. That person is him. (cra-zy!!) I sat down with him to build a plan for the upcoming weeks. He is not struggling because he is bad at recruitment. He is overwhelmed because he is doing everything himself. Recruitment agencies are expected to do more. More vacancies. More candidates. More outreach. More client acquisition. With the same headcount + same budget + same 24 hours. These recruitment founders deserve better. Full stop. Agreed?

Asim ImranAug 20, 2026

Dear Recruitment Agency Founder, Your “job board strategy” will not save you. It will keep you busy. But not necessarily profitable. ⇢ You needed a company actively struggling to hire You found a company that just posted a vacancy. ⇢ You needed a client with urgent hiring pain You pitched a company with an internal TA team. ⇢ You needed a decision-maker who actually wanted agency support You sent another “noticed you’re hiring” message. ⇢ You needed a high-value client You spent 2 hours chasing a $3k role. ⇢ You needed to understand why the role was open You assumed they needed your support because they posted it. I’ve spoken with recruitment founders who are doing this every week. The frustration? They’re working harder. Sending more messages. Finding more vacancies. But still struggling to consistently bring in quality clients. Because a job post is not buying intent. You don’t need more vacancies. You need to find companies with real hiring pain. Sound familiar?

Asim ImranAug 28, 2026

Recruitment founders suck at this. Why? Because they think: “The company has an open job post, so they must need our help.” Wrong. By the time the job is posted, everyone knows. Every recruiter sees it. Every staffing agency sees it. Everyone starts reaching out. But the interesting part happened before the job post. A company raises funding. → They’re probably going to grow the team. They land a new client. → They may need more people to deliver. They launch a new product. → They may need an entire team around it. They expand into a new market. → New people are probably coming. They open a new location. → Someone has to staff it. They win a major contract. → They may suddenly need 20, 50, 100+ people. The job post is the output. The signal came before it. So if you're a recruitment founder, stop asking: “Who is hiring?” Start asking: “What just happened that is going to make this company hire?” That's where the opportunity is. Find the signal. Find the company. Figure out what they're likely to need. Then get there before the role is public. That's a much better game than refreshing LinkedIn waiting for someone to post: “We're hiring.”