The MPC Playbook

Recruiter focused paid newsletter

Intro
Every recruiter says the same thing:

“We save you time. We know your industry. We have great candidates.” Blah Blah Blah.

That pitch doesn’t work anymore.

Here’s what does:

You stop selling your services. You start marketing your candidate like a sports agent.

Let me show you exactly how I do it. This is a training manual for tech recruiters who want to build a real business development engine.

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Step 1: Find an MPC (Most Placeable Candidate)

Your MPC is your MVP. They are your ticket to a conversation with hiring managers.

Why this matters: Most companies don’t care about how great your agency is — until you show them someone who could make their life easier today. By leading with a qualified candidate, you're solving their problem before they even ask.

What you’re looking for:

• Someone in an evergreen skillset (e.g. JavaScript, AI, Legal, Accounting and Finance) — because these roles are always in demand.

• Strong work history with reputable brands, competitors, similar companies in their niche, startups — makes it easier for clients to trust.

• A clear, impressive LinkedIn profile that shows progression — helps with social proof.

• Ideally local to the companies you’ll pitch — reduces friction in the hiring process.

• Bonus: Already interviewing — shows market demand, builds urgency.

Package them like a product:

• Polish the resume to highlight results.

• Create 3–4 sharp talking points about their impact.

• Know their story so well it sounds like you’re their agent — because you are.

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Step 2: Pick a Niche — And Stay There

Generalists drown in the noise. Specialists stand out.

Why this matters: When you work in a niche, everything compounds: your messaging, your credibility, your ability to find talent fast. You’re not learning a new market every time — you’re refining what already works.