Julius Kluijver
@juliuskluijver
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Building the teams of brands that you and I use daily 🧑🏻💻 Placed A-Player talent for 200+ businesses
Amsterdam, The Netherlands
Joined February 2022
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Pinned Tweet
$100M companies aren’t built on trends
here’s how we added MILLIONS to 200 brands by doing the ‘boring work’...
*full guide*
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Looking for a video editor that understands viewer retention & virality
(and has a sense of humor)
Any recommendations?
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A recruiter would charge you THOUSANDS for this process
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Million dollar business idea:
Sora x OnlyFans
Thank me later
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If you don't have
-Brand
-Values
-Personality
No good talent is going to want to work with you
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'i can't show you my past work, i have NDA's' 🚩
unprofessional look on interview 🚩
no sense of humor on interview 🚩
asks no questions 🚩
ugly resume 🚩
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SEX
Now that i have your attention…
Im building a SaaS where you can hire UNLIMITED pre-verified talent
..for less than $100/m
Join the waitlist and get a 30% flat discount when we launch 👇
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If you don't have
-Brand
-Values
-Personality
No A-players want to work with you
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I once placed an award-winning copywriter into an ecom brand
And they SUCKED
The copywriter knew how to write copy (obviously)
But they didn't know how to speak to the audience
Why?
Even though they were award-winning, they had 0 experience with e-commerce
Since then we
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Consider your business as a garden.
You want it to thrive.
Yet, when it's time to bring in new talent, it's like planting seeds in barren soil.
Without structured frameworks, your efforts are like scattering seeds aimlessly, relying on chance rather than strategy.
Poetry
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€7k before 9:30
If you can fill a big need, you get paid
Dead simple. Everyone’s overcomplicating
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Use this strategy if you want to speed up your scaling process:
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Trying to hire all by yourself is making you fall behind
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Here’s how I made $465k at 19 and lost it all on NFTs
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You should have a LOT of team meetings
More than you think
You should bond with your team
Connect with them on a personal level
(not too personal)
Some people forget that have to lead, motivate, and manage a team
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You're more likely to go on a date with your crush than finding A-player talent making 1 hiring post
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The hottest girls are usually taken
Same applies to talent
Start outbound campaigns to headhunt candidates from competitors
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If you can get the job done, I'm interested in hiring you. I'm not concerned about what time you show up or leave, your educational background, your GPA, or even your place of origin or residence. All that matters is your ability to fulfill the responsibilities.
Who's the same?
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Building out HUNDREDS of ChatGPT prompt to 10x your business
Who would want them when they launch?
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Want to hire in-house?
First, hire a 7-Figure freelancer for 20h/week (tops)
Get them to lay the groundwork, build new systems and operations
Now it's just plug&play for your new hire
Save yourself a shit ton of money
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A huge reason why talent leaves is usually because of the (lack of) leadership
You can't expect to hire 1 person and be 'detached from your business'
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If you start thinking of hiring talent as an INVESTMENT, not a COST
You'll start seeing some incredible results
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You're looking to hire people for all types of tasks
Marketing, copywriting, VA stuff…
Hiring, as much as anything, is a skill
Why are you still going against the grain, thinking you can do everything yourself?
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The smartest thing an entrepreneur can do is hire people who are smarter than him
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SPEED = KEY 🔑
Get back to applicants asap
I see so many people lose quality applicants because they're slow in communication
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Trying to hire all by yourself is making you fall behind
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Ask yourself these questions when hiring someone:
- Will this person be able to do the job?
- Will this person fit our culture?
- Do we fit this person's life?
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🤡 My results are just fine
👑 B-tier people get B-tier results
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How do you spot the difference between good and bad talent?
Here's a few things to look out for 👇
1. Experience and Reputation:
Good talent should have a proven track record of success, be knowledgeable about your industry and target audience, and provide references or case
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@crowizard_stef
countless reasons honestly
more commitment, motivation, care, passion, niche expertise, collaboration, speed and many many more
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so do i get more views if i post pinterest lifestyle pics
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Made this graph for the hiring masterclass, simple but sweet 🤌🏻
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So many people wonder why they can't attract the right talent
It's because their business isn't worthy of it
It's not unique, not interesting
And neither are they
And that's the harsh reality
Build a brand that people are proud to work for
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Arrogance, biases, and thinking you can do everything yourself
That's what is preventing you from making the right hires
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John Little, a close friend of Bruce Lee, shared this story from one of their training runs
“Bruce had me up to three miles a day, really at a good pace. We’d run the three miles in twenty-one or twenty-two minutes.
Just under eight minutes a mile. So this morning he said to
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Look for marketers who are adaptable and can demonstrate how they've adjusted strategies based on shifting market dynamics and consumer behaviors
Big green flag
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We get over 10k qualified applicants every single month
And we still pre-interview all of them
How, you may ask?
We filter out the weirdos and tire kickers using one-sided interview systems
(We use VideoAsk for this)
After that, the client will have the final interview to
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LinkedIn Job Posts are cracked
Use their 3 day premium job post trial
Add a few pre-qualifying questions to automatically get rid of the weirdos
Watch them applicants pour in
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Making poor hiring decisions has consequences, like decreased morale, increased turnover, diminished productivity, and damage to your reputation
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Here's how we find & manage over 10.000 qualified applicants every month (and how you can too)
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Use these ChatGPT Prompts for your next hire 👇
"What are the skills and qualities [type of company/business] looks for in a [Job Title] candidate?"
"Can you provide me a step-by-step tutorial on how hiring works in [specific industry]"
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Subscribe to my YouTube channel to learn our systems on how we get thousands of qualified applicants a month
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A lot of people focus on tech skills when hiring
They always overlook soft skills like communication and teamwork
Soft skills are the make or break in any hire
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just recorded a 1.5 hour masterclass on how to find, qualify and hire the top .1% of talent
better stay tuned…
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i saw this car the other day and i don't know what to feel
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✅ Questions to Ask During Interview (marketing edition):
- Can you walk us through a successful campaign you have managed in the past?
- Can you give us an example of a difficult client and how you handled the situation?
- Can you describe your creative process for developing
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Map out your full applicant journey
You can't improve what you don't track
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🤡 I can't afford to train new hires, they should just perform right away
👑 Investing in onboarding and development pays me back in loyalty, growth and performance
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Create a landing page for after people apply to introduce yourself and set expectations
Watch your applicant satisfaction skyrocket
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😇 im young and should enjoy my time and live life
👹 work work hustle grrrrrrrr
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cant even work in peace without cars catching on fire
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10k applicants a month (probably 50k if you include unqualified)
.1% of that gets placed
Can you imagine the caliber of the placed candidates?
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@aestheticprimal
do bee pollen and pine pollen have similar effects?
i keep mixing them up lmao
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Lead with empathy and compassion
So many dickheads abusing power and being a drill sergeant to their employees
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Lead by example and show the values and behaviors you expect from your team
integrity, accountability, collaboration
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How do you spot the difference between good and bad talent?
Here's a few things to look out for 👇
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🤡 My industry is too niche and I'll never find talent with the right expertise
👑 Niche industries attract passionate people, I should learn where to look
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When hiring, look for candidates with 2 layers of experience
1 = experience in your industry (ecom, saas, etc)
2 = experience in your niche (beauty, fashion, etc)
3 (bonus) = experience with your target demographics
Do this and you'll hire WAY better talent
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The hottest girls are usually taken
Same applies to talent
Steal the girls (talent) from their ugly boyfriends (your competition) and place them with handsome fellas (your biz)
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Who still uses Zoom over Google Meet?
It's literally 'G-Meet'
Only betas use zoom
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Give your employees some gifts
Treat them like your friends
Make them happy
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During an interview you should take at least 5 minutes to SELL the applicant
Why should they work with you?
Why is your company so great?
Inspire them with culture and passion, not with mone
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