Recruitment agency owners who want to develop their team without becoming the bottleneck. It works for newer hires and experienced billers alike. If your team handles both BD and recruiting, both programs are relevant.

Unlikely. Experience isn’t the same as having a structured system. On the BD side, the gaps are usually pipeline discipline and qualifying properly. On the recruiting side, it’s job order management, closing throughout the process, and reducing drop-offs at offer stage. Live practice fixes those gaps. Theory doesn’t.

You can send as many or as few as makes sense. Some owners start with one or two, see the results, then enrol more in the next cohort. Group discounts apply for five or more participants.

This works for owners as well. If you’re still billing, or want a structured refresher on best practices, both programs cover the fundamentals the way they should be done – not the way habits form over years of being busy. A lot of owners find it useful to go through the same training as their team. It creates a shared language, shared standards, and makes it a lot easier to hold people accountable when you’ve done the work yourself.

It depends on how your team is structured. If you have separate BD and recruiting teams, you can send each group to the program that matches their role. If your team are 360 recruiters handling both sides of the desk, both programs are worth it, they’re designed to work together and the combined rate of $7,500 per person reflects that.

One hour for the weekly live session. Role play sessions are 30 minutes, offered twice a week – your team picks when to attend those. Around 90 minutes to two hours per week in total.

Yes, but not for the sake of it. Each week includes an implementation assignment designed to be applied directly to your team’s live desk activity. The goal is that what gets covered in the session gets used that week – not filed away and forgotten. That’s what separates this from training that doesn’t stick

Everything is recorded and available until the end of the program. Missing a week isn’t a problem. That said, the live sessions are where the real learning happens – role plays and live feedback can’t be replicated by watching a recording.

Because skills don’t stick from a one-day workshop. Ten weeks builds the knowledge. Eight weeks of structured role play is where it becomes habit. Most training fails because it delivers information and then disappears. This stays with your team through the full implementation cycle.

Recruitment Sales Mastery: Your team will have a structured daily BD system, know exactly who to target, control client conversations, handle objections without escalating, qualify jobs properly, and close on terms that work for the agency.

Recruiting Excellence: Your recruiters will source more strategically, run better interviews, manage job orders with discipline, close candidates throughout the process, and generate BD leads from existing candidate relationships.

For you as the owner/manager — fewer interruptions, fewer escalations, and a team that doesn’t need you in the middle of every problem.

Recruiting Excellence: Your recruiters will source more strategically, run better interviews, manage job orders with discipline, close candidates throughout the process, and generate BD leads from existing candidate relationships.
For you as the owner/manager — fewer interruptions, fewer escalations, and a team that doesn’t need you in the middle of every problem.

Yes. Recruitment Sales Mastery teaches lead generation, pitching, and closing. Recruiting Excellence covers sourcing, interviewing, and closing candidates. Both apply regardless of your sector –  the frameworks are always applied to your market, your clients, and your candidates.

 Live training, role play sessions, scripts, frameworks, templates, weekly assignments, and manager reporting. Role play is built in, not an add-on. For both programs.

In Recruitment Sales Mastery, role play covers live call practice, objection drills, and client scenario breakdowns. In the Recruiting Excellence, it’s mock interviews, closing simulations, and pipeline reviews.

Recruitment Sales Mastery starts March 17, 2026. The Recruiting Excellence Program follows May 26, 2026. Seats are limited to protect the quality of live interaction. If this intake fills, the next opportunity for Recruitment Sales Mastery is August.

Reach out to connect@recruitmentcoach.com and we’ll go from there. 

 Book a 15-minute call with Larissa. We’ll give you a straight answer on whether this is the right fit for your team. https://calendly.com/larissa-recruitmentcoach/15-minute-meeting-with-larissa