Business Development Analysis
for
High-Performing Recruiters ($1M+ Annual Billers)
by
Bob Marshall
August 12th, 2025
Bob Marshall, TBMG, Int’l – Part Eight
Question-by-Question Analysis
8. Do High-Performing Recruiters use Virtual Assistants…especially Overseas; Assistants who set up appointments and/or basically call whoever I need them to call?
Evidence-Based Conclusion:
YES. Today’s top recruiters are increasingly relying on virtual assistants (VAs)—particularly skilled overseas VAs—to handle targeted business development tasks, freeing themselves to focus on high-value relationship building and deal closing.
How High Performers Use VAs:
- Appointment Setting: Proactively scheduling calls and meetings with prospects and clients.
- Outbound Calling: Making first-contact and follow-up calls to decision-makers.
- Email & Inbox Management: Filtering, prioritizing, and following up on key messages.
- Research & Data Entry: Identifying target prospects, updating CRMs, and prepping call lists.
- Administrative Support: Calendar management, documentation, and light operations support.
- Lead Generation: Qualifying leads before passing them to the recruiter.
Geographic Preferences:
- Philippines: Most popular for English fluency, cultural compatibility, and recruiting familiarity.
- Latin America: Increasingly in demand for time-zone alignment with U.S. markets.
- Cost Advantage: Overseas VAs typically save 60–80% compared to U.S.-based staff.
Service Models:
- Dedicated VAs: Full- or part-time assistants embedded into the recruiter’s workflow.
- Project-Based: For campaigns, research projects, or seasonal demand spikes.
- Managed VA Services: Agencies providing pre-trained recruitment-focused assistants.
- Hybrid Approach: Combining in-house team members with VAs for maximum coverage.
Cost & ROI:
- Rates: $5–$15/hour overseas vs. $20–$50/hour domestically.
- Packages: $800–$2,000/month for dedicated support.
- Scalability: Easily add or reduce support as business needs shift.
- Metrics: Track cost per appointment, conversion rates, and appointment quality.
Best Practices for Managing VAs:
- Documented Processes: Clear scripts, workflows, and success criteria.
- Training: Proper onboarding and ongoing skill development.
- Quality Monitoring: Regular performance reviews and feedback loops.
- Tech Integration: CRM access, call tracking, and real-time communication tools.
- Cultural Orientation: Ensuring understanding of your market, clients, and expectations.
Why It Works:
Virtual assistants, when well-trained and strategically deployed, keep your business development pipeline running consistently while you focus on client relationships and closing placements. The right VA strategy delivers both cost efficiency and business scalability—two non-negotiables for today’s top billers.
Overall Conclusions & Trends from the Series
Eight Key Trends of High-Performing Recruiters:
- Technology Integration: Mastery of CRMs, LinkedIn tools, and targeted automation.
- Relationship-Centric Selling: Prioritizing long-term trust over short-term transactions.
- Multi-Channel Prospecting: Calls, email, LinkedIn, and content marketing working in sync.
- Value-First Outreach: Leading with insights, market intel, and industry expertise—not pitches.
- Process Discipline: Clear, repeatable systems for prospecting, follow-up, and client care.
- Smart Scaling: Leveraging VAs and automation to expand without sacrificing quality.
- Data-Driven Execution: Measuring what matters and making adjustments in real time.
- Compliance Consciousness: Staying on the right side of laws governing outreach and marketing.
Core Success Factors:
- Consistency: Steady, predictable activity wins more than sporadic bursts.
- Personalization: Every touchpoint tailored to the person—not just the title.
- Value Creation: Position yourself as a trusted advisor who solves business problems.
- Tech with a Human Touch: Tools should enhance—not replace—relationships.
- Quality Over Quantity: Fewer but stronger relationships drive better revenue.
Your Move:
The difference between an average year and a record-breaking year isn’t luck—it’s leverage, process, and the courage to run your desk like a business, not a job. Every insight in this series is a proven tactic used by the industry’s highest billers. Start small if you have to, but start now. Pick one strategy—hire that VA, automate your follow-up, or build your 100-name “A-list”—and commit to it for the next 90 days. Consistent, focused action is the multiplier that turns recruiters into rainmakers.
Coming Next Week:
New Series – “Adaptability – Our Prime Directive – Selling Value”
My Best,
Bob
Bob Marshall began his recruiting career over 45 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
247 Bryans Drive, Suite 100
McDonough, GA 30252-2513
770-898-5550
520-842-5550 (fax)