How to Recruit Closers That Actually Close (The Exact Process We Use)

Businesses are losing a ton of money to sales placement agencies right now. Some of those agencies have even been shut down by the FTC for how badly they operate.

And yet the problem keeps happening because businesses forgot they can do this themselves.

Here's exactly how to recruit closers without outsourcing it to people who barely know your offer:

Rule #1: Build a recruiting funnel.

Treat it like a standard call funnel. Headline at the top, a VSL, then an application.

For the tech: ClickFunnels 1.0 is our preference. Go High Level is essentially a copy of ClickFunnels 1.0 for funnel building. Webflow is another option some people are using now. You can also have AI models like Utari or Manus do this for you too.

For the application, we use Typeform, although Saleskick has been tested with competitive results recently. For video hosting, Wistia or Vidalytics.

Two confirmation pages. One for qualified applicants. One for disqualified applicants.

On the qualified page, put what we call breakout videos. Short 2 to 5 minute videos that set every expectation upfront - the hours, pay structure, tech you use, how you expect people to show up on Zoom calls. The applicant comes through well-framed. You start weeding out wrong fits before you've spoken to a single person.

Here's why this matters: when someone fills out an application, they shift from scanner mode into justifier mode. They want to justify the decision they just made. That confirmation page is your first opportunity to reinforce the right ones and lose the wrong ones.

Rule #2: Build friction into the application on purpose.

Most businesses are terrified of friction. That's the mistake.

The less questions you ask, the lower the intent of the applicant. The more effort required, the more intent there is on the other side. More intent generally means a better applicant.

Multiple choice questions let you use conditional logic to auto-route unqualified people to a disqualified page immediately. Short form and long form typed questions need to be reviewed by AI and graded (that’s why we’ve been liking Saleskick recently since @typeform support doesn’t exist online to take customer feedback), judge the answers for character count and intent.

Ask for a selfie video upload inside the application. Typeform has a file upload option. Use it to judge them.

And make sure you're aware of employment law in your region. There are federal restrictions in the US around what you can and can't ask, specifically around race, gender, age, and disability for example. Stick to mindset-based and appearance-based qualifying questions. Ask a lawyer if you're not sure what's allowed.

Rule #3: Run a multi-stage interview process that moves fast.

Stage one: your EA or VA reviews every application the day after it comes in. They DQ short answers, sloppy typing, low-effort responses. Qualified people get an invite.

Stage two: no Zoom call yet. Ask every qualified applicant for a selfie video, 90 seconds or less, answering three specific questions. One scenario-based question. One open-ended floater question to see how they think on their feet. One real objection from your business to see how they'd handle it. You're looking at how they dress, how they carry themselves, how they think on camera and the quality of their answers. Your EA or VA handles this review too.

Stage three: actual interviews with the people who pass the video screen. Role plays. Scenario questions. Find out how long they stayed on previous offers and why they left. If someone is willing to expose a competitor's business details to you in the interview, they'll do the same to you later.

Stage four: make offers and plug them into training immediately. The whole thing should move in days, not weeks.

You need a training process, and it doesn’t have to just be your material. This is easier than ever nowadays with software like Luke Alexander offers and great sales trainers with courses available like Jordan Stupar, Jeremy Miner, and others.

We have a free sales training video you can find here on my YouTube channel packed with great material for your team.

https://linktw.in/AWNWCM

Rule #4: Know your closer math before you spend a dollar.

This is what most businesses skip and it kills them.

If you're spending $1,000 a day and your cost per call is $100, you're producing 10 calls per $1,000 spent. If your closer can take 10 calls a day and their calendar hits 7 or 8 booked calls, you need to already be recruiting. Not when they're full. Before they're full.

Because here's the difference: marketing actions are fast. You can go into ads manager, increase budget, and have more calls coming in quickly. People are slow. Hiring and ramping a closer can take 1 to 6 weeks depending on the company.

Scale that up. If you're at $10,000 a day and you scale 30% to $13,000 a day, that's an extra $3,000 a day. At a $100 cost per call, that's 30 more calls. You don't need one new closer. You need three just to handle that next level of scale.

Build a financial model for your recruiting math. Once you run the funnel and have real stats - what percentage of applicants make it through each stage - you can reverse engineer exactly how much to spend to produce one qualified closer with your closer recruiting ads you built your attraction funnel for.

Rule #5: Appeal to what closers actually care about.

Three things. Money, time, and personal growth. In that order.

Average closers can be appealed to with $10,000 to $20,000 a month in earning potential. Top closers want $20,000 to $50,000 a month.

If your math doesn't support appealing to a top closer yet, you're going to be working with average closers until it does. That's just reality. The alternative is developing one yourself.

My first closer was making $1,400 a month when he came to work with me. He had kids. He wasn't thinking $20,000 to $50,000 a month was possible. Today his best month is $133,000 in commissions. His worst months now are around $80,000 to $90,000. That took over a decade of working together, training, and consistency.

When you make a recruiting ad, address all three things directly. What can someone realistically earn? What does the schedule look like? How will they grow? Be specific and be honest.

Rule #6: Run paid ads for your recruiting funnel.

You need to spend a little money. This is more cost-effective than you think.

Go into Meta ads manager. Run a conversion campaign. Select the employment special ad category - this applies federal employment restrictions to your targeting, which disables gender, age and racial demographic targeting but still allows some interest-based targeting.

Get creative with targeting. One of Jeremy’s Inner Circle members, Brandon, finds some of his best closers by targeting people interested in MMA. He claims they have the right traits and characteristics. You can replicate that logic for whatever country you're operating from just by targeting relevant interest categories.

The cost to run this is typically in the low hundreds of dollars to produce a solid pool of applicants. And it's generally one quarter to one third cheaper than what most sales placement agencies will charge you to do the same thing - except you know your offer better than they ever will.

The sales agencies all claim theirs come better trained, or recruited from better mechanisms. At scale that’s never the reality.

The demand for sales agencies has increased dramatically and the quality of closer or setter being placed has diminished in direct correlation.

These types of companies at smaller scale do really well, at larger scale which most reach rapidly they end up sucking.

Remove that problem from impacting you by learning to recruit again!

Fill the closer calendars. Hire more closers. Fill the closer calendars. Hire more closers.

The faster you can cycle between those two things, the faster you scale. That's the whole game.

I cover this in depth inside my Jeremy’s Inner Circle program. Twice-monthly one-on-one calls, weekly group calls, quarterly in-person masterminds in Miami, access to a very active group chat, and access to AI Jeremy. If you want the full sales training library alongside this, that's in there too.

Have questions? Let me know below.

And if you want more on the advertising side of filling those closer calendars, check out my YouTube channel. There are full breakdowns on pixel conditioning, Andromeda, and everything else that feeds into this system.

Earnings Disclaimer: You have a .1% probability of hitting million dollar months according to the US Bureau of Labor Statistics. As stated by law, we can not and do not make any guarantees about your own ability to get results or earn any money with our ideas, information, programs or strategies. We don’t know you and, besides, your results in life are up to you. We’re here to help by giving you our greatest strategies to move you forward, faster. However, nothing on this page or any of our websites or emails is a promise or guarantee of future earnings. Any financial numbers referenced here, or on any of our sites or emails, are simply estimates or projections or past results, and should not be considered exact, actual or as a promise of potential earnings – all numbers are illustrative only.

Jeremy