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CONTACT US


 * Home
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   * Session 1 Morginar™: Tele-Sourcing & No Fear Cold-Call Recruiting
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   * Complete Morginar™ Training Bundle
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 * Gallery
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   * Private Peek
 * 0


×
 * Home
 * About
 * Peter Leffkowitz Live!
   * 3-Day Recruiter Boot Camp / Sr Tune Up
   * 24 Hours of Biz Dev
   * The Management Clinic – Virtual
   * Private Client Customized Training
 * Recorded Morginars
   * Session 1 Morginar™: Tele-Sourcing & No Fear Cold-Call Recruiting
   * Session 2 Morginar™: The Direct Hire Candidate “InnerView™”
   * Session 3 Morginar™: The Client Side Morginar™
   * Session 4 Morginar™: Why Deals Fall Apart
   * Session 5 Morginar™: Owner/Manager Training
   * Complete Morginar™ Training Bundle
 * Recruiter Toolbox
 * Real Voices
   * Recruiting Critiques
   * Biz Dev Critiques
   * Owner/Mgmt In-House Case Studies
 * Best Scripts Ever
 * Gallery
   * Work Hard / Play Hard
   * Private Peek
 * 0



"Killer recruiters watch the crowd and move in the opposite direction...
because massive rewards are found in the fear zones of others."

-Peter Leffkowitz, CEO



Since 1997, over 14,000 recruiters and their owners have spent 3 intense days in
immersive training under
Peter Leffkowitz’ guidance at his Tall Pony Ranch, on-site in-houses, and most
recently, live on Zoom. 

His Morgan Methodology has consistently produced more $500k-1mm staffing
industry billers
than any other training system in the global search or contract consulting
community. 

Contrarian.   Profitable.   Replicable.


IMPORTANT: THIS IS NOT A “QUICK GLANCE” WEBSITE. IT CAN BE USED AS A TRAINING
TOOL ALL BY ITSELF.
SIMPLY CLICK “MORGAN THEORY” BELOW.


RETHINK THE MINDSET YOU INHERITED.


MY MOST IMPORTANT CHALLENGES ARE:


CANDIDATE ISSUES


SOURCING

Find Them Where Others Can't

Morgan Theory


RECRUITING

No Fear Cold-Calling

Morgan Theory


THE CANDIDATE INNERVIEW™

Uncovering Surprises Early

Morgan Theory


CREATIVE POSTINGS

That Pull

Morgan Theory


CLIENT ISSUES


KICKING IN NEW DOORS

Impressive Verbal Positioning

Morgan Theory


JO/SEARCH INTAKES

Shocking Clients with Depth

Morgan Theory


MANAGEMENT ISSUES


SYSTEMS THAT LET YOU GRADUALLY WALK AWAY

The Morgan Management Model

Morgan Theory


ABOUT PETER

What sets Peter apart from all trainers/consultants in the world of
search/staffing is not simply his history of transforming single offices into
multi-office dominant players - it's his ability to start at the front-line
"desk" level and teach through role-playing and live phone demonstrations of
recruiting and biz-dev calls.

Known for no fluff and oftentimes uncomfortable honesty, he instills clear steps
that are easily followed and fresh alternatives that contagiously spread outward
until a "culture of technique" becomes a marketable brand of consistent
performance for Owners.

Learn More



OWNER/MANAGER CRITIQUES

Hi Peter,

I wanted to send a note of thank you for all your wisdom imparted to our team. 
I got to sit in on the first day but I got called away the remainder of the
week. 

Since the training, I have been hearing Peter Leffkowitz phrases being used all
over the office.  I have been training the new recruiters this week and I keep
asking “How would Peter phrase that message”? 

Today, we discussed our LAP initiative.  “Life After Peter” is a plan to
implement what we learned into our everyday calls on both the candidate and the
client.  We are working on being more confident in our messaging and in the tone
of our voices.  We are recording our calls and messages to listen to ourselves
and sharing with the team.  

I appreciate you and thank you for helping make us a better team.  I promise it
will not go to waste.


MARK BARNARD

CEO
SnapDragon Associates LLC







MONTE MERZ

Owner & Managing Partner of High Country Search Group

Peter,

I’ve known about you for a long time. I’ve been on your site. I’ve read the
blogs. I’ve scrolled thru and watched most of the YouTubes.

 Having you with me, with us, was an  unforgettable experience. There’s no one
like you. Thanks for coaching us, challenging us, and inviting us into your
world, and life, for a few days.

I wish you, your employees/teammates, and family, the best of the best for the
rest of 2023, and beyond.


CHRISTOPHER GRAY

CPC - Partner | Practice Lead
ThinkingAhead Executive Search

Peter,

That was such an informative course, but more importantly, a course that has
noticeably energized my team.

I usually can’t wait to get to work but I REALLY am more excited than usual to
get to work tomorrow.

I now have a call scheduled with one of the call backs I got in class after
using your “nature-of-the-call-is-a-little-time-sensitive”, VM message- so,
thanks to you, I already have 2 more strong candidates than I had yesterday.

Be well and looking forward to your report card call on my people, Friday.

Enjoy mucking out your horse stalls…


LORENE NAGATA

CONNEX Executive Legal Search,
Toronto ON

Hi Peter,

I wanted to send a note of thank you for all your wisdom imparted to our team. 
I got to sit in on the first day but I got called away the remainder of the
week. 

Since the training, I have been hearing Peter Leffkowitz phrases being used all
over the office.  I have been training the new recruiters this week and I keep
asking “How would Peter phrase that message”? 

Today, we discussed our LAP initiative.  “Life After Peter” is a plan to
implement what we learned into our everyday calls on both the candidate and the
client.  We are working on being more confident in our messaging and in the tone
of our voices.  We are recording our calls and messages to listen to ourselves
and sharing with the team.  

I appreciate you and thank you for helping make us a better team.  I promise it
will not go to waste.


MARK BARNARD

CEO
SnapDragon Associates LLC







MONTE MERZ

Owner & Managing Partner of High Country Search Group
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SOURCING

Current Industry Norms:

 * 85% of professional level candidate selection "research" comes from LinkedIn,
   ZoomInfo, or your ATS database.
 * 27% of those peeps are no longer employed at that company and have not
   updated their profiles.

RESULT:  A recruiter's "1st picks" are often lost because the majority of
recruiters will not hunt that candidate down, shifting to 2nd picks. 

Two Morgan Method Alternatives:

1. Tele-sourcing is a technique abandoned and left untouched ever since paid
LinkedIn subscriptions arrived.

So, what is Tele-Sourcing?

It's 30 recruiter minutes per day of direct phone calls into live reception
desks, or a specific department, gathering intel primarily on "passives".

Objective: Skillfully asking for the names/titles of department heads and 2-3
names/titles of staff who report to those department heads.

RESULTS: Morgan students trained in this technique, average 5-7 accurate
candidate names/titles, daily. (Monthly, that's 100-140 fresh, high hanging
fruity "passives".)

This well scripted technique stimulates most receptionists to provide 100%
accurate names/titles of employed candidates for immediate,
"Thanks-will-you-connect-me-to-Jen" recruiting calls, and/or to pipelining those
name/titles "in-front-of" future searches for competitive speed. No more waiting
days for an InMail response from a tire-kicker.

Statistics Prove: the majority of tele-sourced candidates are non-job board,
high-quality "passives".

Watch Peter demonstrate a live call:



2. "Morgan's Coolean™ Strings": Peter's team of Boolean coders have pre-loaded
complex search strings into a ground breaking e-sourcing tool,
"RecruitersPlayBook™", designed to uncover high-quality passives, hidden in
"candidate ponds" which HR/TA or untrained recruiters cannot fish from.

Watch how it works:






RECRUITING TECHNIQUE


Current Industry Norms:

 * 14,400 Recruiters Surveyed = 90% of North American Recruiter's very first
   candidate outreach starts with a LinkedIn request to connect and/or an
   InMail.

"Hey Jason, I came across your LinkedIn profile today. I was really impressed.
Honestly, I think you'd be a perfect match for a Sr.______ role we are working
on for an amazing start-up in their second round of funding. They're directly in
the space you're working right now. With your background, it could be an
opportunity to jump in early. If your interested, give me a shout back and I'll
fill in the deets." Sound Familiar?

Opening that InMail 2 days later, the "non-open-to-opportunity" passive
candidate thinks to themselves, "Really, Doc... you haven't even examined me or
asked me how I feel and you're already shoving the 'perfect' pill down my
throat?" But we don't hear that thought before deleting or clicking "Ignore".

Reality: High-performance professionals roll their eyes and tell their
colleagues, "Got my third one this week", and occassionally write back. The nice
ones write, "Thanks, but right now I'm good".  Not so nice, *ghosted*.  So...
who does respond?
Think through this: What performance level is delivered when "the job" has
gotten bad enough for an individual to tolerate zero foreplay, an assumption of
a "perfect fit", and ends in a "transactional job pitch"? Maybe one level higher
than the INDEED candidate who clicks "apply" to 5 job posts in under 1 minute,
and when we reach out, can't remember which one they clicked on?

The Morgan Alternative:

Sure... Morgan trained Recruiters use a tech-stack of multi-touch, multi-channel
"cadence" approaches just like everyone else does... But their sequencing tools
always begins with a phone call because it carries the highest probability of an
emotional connection. Students are taught the logic behind the emotions of a
candidate, then they are coached, rehearsed in role plays and loaded with
credible word tracks, setting them free from the anxiety that often causes them
to "take cover" behind the shield of their keyboards. Once the call is learned
and executed well, without "pitching a job", candidates actually find the call's
theme of a future wishlist refreshing as hell.

Why? The call's about them, not about using them to plug a client hole. (At
least not until discovering their career roadblock, pain points, or career
wounds.) Welcome to the world of the "Job Doc" who examines before prescribing.

Better Matching. No Tail-End Surprises. Career-Long Relationships. 

The Solution:

Every other day, a 90-minute block of conducting these newly learned direct
recruiting calls will result in 1 to 3 deeply structured candidate "InnerViews"
daily, to the exact same LinkedIn candidates that ghosted or took days to
respond to an InMail....and with no mention of the job, yet. That comes later.

Make it an interesting call...

 * "Are you as strong as we heard?
 * "Someone thinks you've got a little more horsepower than what your company's
   tapping into. Do you agree? How so?"
 * " Why the interest in keeping your ears open?" (Find the legit career wound)
 * "What's the difference between what you are doing right now and what you
   THINK you should be doing right now? Tell me about that.
 * Interesting... maybe us spending a little time together with you designing
   your next "step-up" would allow me to keep you in mind as I come across
   client openings? Is that the type of quiet relationship you'd be comfortable
   with us having?"

Statistically: For every 5 completed Morgan Method recruiting call
conversations, 2 non-tire kickers are booked and scheduled for full-fledged
recruiter/candidate "InnerViews" daily. Now, multiply those 2 quality, serious
candidates by 20 working days in a month? Most recruiters can double their
candidate-side billings in the following quarter.


HOW DO I LEARN THIS?

Click here




THE CANDIDATE "INNERVIEW"™


Current Industry Norms:

Unfortunately, today's recruiter/candidate interview has been replaced with a
"box-checking-Q&A" one-wayview that quickly allows a recruiter to qualify/match
skill sets to the client's job description. This has become the primary
objective that determines if the process moves forward....and then the lie
begins.

"Taylor, appreciate you taking the time out for me. As I mentioned in my InMail,
I thought you were a really good fit for this client of ours.
One of the things that make us different is that we really care about the
professional future you want for yourself and most importantly, what will make
you feel really good about the right job. So, with that in mind, can I ask you a
few questions? Great!"

1.  "Do you have at least 2 years of e-Discovery using R as an analytic tool?
...Excellent."
2. "Have you ever worked on 3 or more international legal cases dealing with
Crypto-Fraud?"....Well, were they large cases? That might compensate."

We used to take a 50% interest in what the candidate's desires and criteria for
making a change were. 
Why? Because 50% of the placement was getting the candidate's wishlist
achieved.  Not anymore. Now, it might be the last question after "box-checking"
and selling the company.

Think about this:  Try to imagine you're on a first date. Shortly after sitting
down and before ordering, you're asked,

1.  "Do you want kids?"
2.  "Can you do your own carpentry or plumbing? Really? Like what kind of
stuff?"
3.   "So... you don't need to be exact, but like, approximately how much do you
make?"

RESULT: The candidate feels no genuine care, only a transactional evaluation for
eligibility. If not a match? Most often, the baby gets thrown out with the bath
water and unlikely to respond to the next job "pitch". Candidate sinks to the
bottom, lost, with no relationship left. Why?

No time has been spent on the candidate's pain points or their wish list of
pain-killing new job remedies. The only "matching" that has been done is for the
clients' needs. Why do we skip over the needs of the other half of the deal?

If you don't equally prioritize all the ingredients that go into a candidate's
acceptance, you've got less than a 50% shot of offer acceptance (unless you're
lucky). Capishe?

It's just as critical to understand what the candidate wants, as it is to
understand what the client wants. And, if you don't like selling or persuading,
just find out what both sides want and simply match!

The Morgan Method Alternative

Peter designed and created a very different format and style of "InnerView" for
both search and temp industries. Like a play, with 3 Acts


Act I - Skills Assessment:
We pulled a much deeper evaluation of skill sets and %'s of time spent in each
function used in their current role.
(Spoiler: we ask the client to do the same % breakdown of their job specs.
Ultimate matching...hello?)
We required examples of what literally sets the candidate apart from others in
that exact role? (Revenue increases, cost containment, operational efficiency,
emotional-intel)

Act II - The Candidate Wishlist 
A partial list of very specific issues and questions designed to knock out deal
breaking surprises:

WHERE: will you be in the org chart? will you use your most developed
talent/skill?
TIME SPENT:  in traffic? in each function you are responsible for? before next
promotion? on travel?
THE CULTURE: beer or wine? liberal or conservative? PC or free to express?
mountain bikes or shuffleboard?
TECH/EQUIP: stack? brands? models? old/new/progressive? current tool box
additions or subtractions?
BOSSES: what form of "atta boy/atta girl/atta they's works well for you? What
form of "you messed up" still keeps you motivated?
HOW WILL YOU KNOW: right job? right boss? right company? right choice? 

*Act III - The Rules of Engagement
What the candidate can expect from you, and what you can expect from your
candidate, from first contact through the first day in their new job.

What do you think happens to your relationship with your candidate by pulling
that data prior to presenting the job we want to guide them to?
Little bit of genuine care? No leading the witness. No hard sell. Seeking truth
first. Accurate matching....and no more, "What've-you-got-to-lose" cheesiness?

Solution:  In Morgan Method forms,  the wording, the correct order of subject
flow...it's all laid out in a digital format that reads like a script, allows
you unlimited note typing and slides directly into your ATS.
Oh...it also enables a day-one rookie with 2 role plays to "out-interview"
senior staff who continue to simply free-style and check boxes of eligibility.

RESULTS: Massive reduction in mis-matched, rejected submittals. Major reduction
in # of submittals to hires. Most importantly, it causes our recruiters' job to
become so much more enjoyable, while shocking clients with only 2-4 submittals
to a hire.

BELIEVE THIS: Going deeper and slower makes for faster placements.

HOW DO I GET ACCESS TO THIS DIGITAL "INNERview" form and others?


Click Here




CREATIVE POSTINGS


Current Industry Norms:

Almost all 3rd party recruiting firm generated job postings on job boards or
their own web sites are simply, "Title" and "Qualifications & Benefits" based...
with zero creativity and no emotive appeal.

RESULT 1: Applicants have no adrenaline rush or urgency to apply first and get
to the front of the line. Boring, straight-fact postings creates progressively
lower, weaker applicant response numbers... and we all know, (especially on the
temp side) when contacted, most applicants DON'T EVEN REMEMBER WHICH POSTING
THEY APPLIED TO. They just click/apply, click/apply, click/apply. Agreed?

RESULT 2:

 * Technical skill sets are below most client and our expectations.
 * Verbal presentation skills and business etiquette = weak.
 * Personal drama levels = high.
 * 70-85% Non-useable inventory.
 * We post and no longer pray. We just sift for the needle in the haystack,
   hoping they don't destroy themselves in our interview.
 * Submit with crossed fingers and often pay with irrepairable credibility.

Morgan Alternative:

Although the correct title is necessary, most higher quality candidates know
what the posted title/job requires. Long lists of qualifications take up
valuable real estate in the post and are no longer as important today, and...
those qualifications do absolutely nothing for "selling" your client's company,
culture or most importantly, selling the candidate on working with your
recruiting firm as their ticket to the job.

Reality: What people want is a "better professional family" to support  and
respect them, not necessarily a different job.

Hopefully, what you are reading right now is hitting home for you, no
differently than "job post" copywriting has to rip the heart out of a candidate.
It must address the emotional straw that broke their loyalty's back. It has to
touch some of what we call, "career wounds" or pain points, that won't be healed
by staying put. Like...

- Lack of genuine recognition

- Unchangable roadblocks in upward growth. 

- Lack of innovation or state of art tools

- Opinions ignored.

- Stolen credit for achievement.

         - Fine...a nicer boss.

We write job post copy that hits the heart of a disgruntled candidate. And if
they're on a job board, they're disgruntled.

OUR RESULTS: Morgan's integration of candidate "pain points" into ad copy for
our contract and temp staffing clients has proven to decrease "click, click,
click" disappointments and increase responses from higher quality candidates
that not only bring noticeably stronger skill sets and better social skills, but
most importantly, less drama and surprises.

HERE'S AN EXAMPLE POSTING PETER WROTE FOR A MANUFACTURER, TRIPLING RESPONSE:

SHOW ME NOW




KICKING IN NEW DOORS

Current Industry Norms:

Because most recruiting firm Owners rarely take or have the time to actually
listen to their staff's BizDev phone calls, or read the emails sent to hiring
managers, they are oblivious to the tainted impressions and "rolling eyes"
hiring managers cradle when hearing or reading the exact same boring, low
impact, verbal or InMail "openers" made on an initial biz dev outreach.

("Hey Jonathan, it's Chad from Valley Engineering Search. How ya doing today?
Hey, I noticed that you all are looking for a ______.")

We test this "opener" in every live training program we've done at the ranch or
by zoom. Every student. Thousands of times in 20+ years.

After listening to other recruiters in other companies...They all realize they
could swap their own company's name with their competitor's company's name and
no hiring manager would detect any difference in that introduction? Don't
believe me?

Try this: ask 3 people on your team to deliver the first 30 seconds of their
opening "elevator pitch" to you. That's the "commercial" you weren't aware of,
responsible for your company's growth.

Morgan Methodology:

Think! What's most important to a client in selecting a recruiting firm?

#1. It's the quality of your candidate base.

#2. It's proving to the hiring manager that you fish out of different ponds than
their internal HR/TA depts fish from. Why should the pay for the same fish?

Have one person drill this until smooth:

 * "This morning in our Biz Dev meeting your (accounting) group and your
   leadership of it, became the primary focus of our meeting. That's what
   motivated my call. My company is hired by (Sr. Accounting) Leadership who
   have set the bar of quality for their staff at an incredibly high level.
   We've not known them to compromise."
 * "We're hired by that leadership to cherry pick the top 20% of (accounting)
   skill sets. We avoid low hanging candidates with loud, "look- at-me" online
   footprints. We work within a thin ribbon of quality. Candidates who have
   their heads down, producing strong work, and are quietly catching
   recognition. Our candidates are not waiving resumes around the industry. They
   are hidden from most internal HR departments."
 * "As a result, our fees are slightly higher, but they offset or even are
   erased by noticeably stronger candidate contributions. Will you allow me to
   prove that to you on a tough search?"

RESULT:

With Peter's training of 360 full desk recruiters and designated biz devers...
he will create muscle memory of these positioning statements, while your
recruiters who get registered for his "passives" recruiting workshops, learn the
techniques to make BizDev's claims true, BUT most importantly, pass it on
culturally until the entire company is branded by one united message.

HOW DO WE/I LEARN THIS?

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JO/SEARCH INTAKES


Current Industry Norms:

Pay Attention now:

The very 1st time a client actually gets to really watch us work, judging our
intellect on their role, is during the taking of the Job Order, AKA, the Search
Intake. We are put into one of 3 categories: the "Moron", the typical "Ask me
for the JD and calls me back for clarification" or a "Credible Employment
Consultant". That's it.

Most Owners have Job Order forms, however, documented research proved 90% of
full desk recruiters ignore them and opt to "freestyle", unfortunately asking
shallow questions and primarily relying on a requested (mostly meaningless) "job
description". Management, in light of not wanting to micro-manage...no longer
audits, approves, or critiques a job write-up before it's allowed to be worked.
This has led to incomplete position write-ups, producing rejected submittals,
tail-end candidate surprises/turn downs, and an impression that we are simply
administrative word-matchers of resumes to job descriptions. That affects our
ability to earn full fees.

Morgan Method Search Intake:

Because of it's effectiveness, recruiters stay with this logically scripted form
that, if simply read to a client, guides a client through an intellectually
stimulating and chronological set of questions, causing a client to immediately
compare this depth of investigation against other recruiting firms. In theory, a
2-day old client-side Biz Dever can ask the same depth of questions that a
seasoned team mate can, (minus the interpretation of how market realistic the
specs are. That takes Father time and wise consults.) However, the clients who
have never been grilled this deeply, clearly recognize the difference in your
firm.

RESULT:

Shocked by the depth of digging into role functionality as well as the
recruiter's understanding of the desired effects on department outcomes,
submittals are no longer considered the semi-finalists that employers typically
cull, damaging our credibility. We get it right the first time and then the
matching begins.

Now, because of deepened credibility and trust, "finalist" client/candidate
meetings can be set faster, are much more predictable, and most importantly,
contain less surprises.

HOW DO I LEARN THIS?

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SYSTEMS THAT LET YOU GRADUALLY WALK AWAY


Current Industry Norms:

Sorry. They are non-existent... So, do what most owners do:

 * Blindly use your last company's system.
 * Or, ask another firm's Owner how they do it.
 * Or, go to "Big Biller" meetings and listen to why no one under me can bill
   like me."
 * Or, pay $1200.00 to sit in on a 60-minute Staffing Industry Conference
   "Owner/Mgr Management Round Table".
 * Or, invent your own wheel. (That can work!)

You might hire recruiters by:

 * Gut feel
 * Or, hire unsuccessful retreads through LI postings.
 * Or, take a shot on family.
 * Or, run posts on job boards paying 60-80% commish
 * Or just wait until  an employee refers someone you like.

You might Pay Recruiters:

 *  Commission only and then try to manage them while fighting the IRS.
 * Or, Use the original MRI formula: The bigger your billing the larger your
   commish. That's logical... As your people bill more... your % of profit gets
   less.
 * Or, you offer a small commish plus matching or even raising their base salary
   of their last non sales job and then have those talks about "why aren't you
   pushing harder for deals?"
 * Or, you could just give them a straight salary, knowing that all people are
   as driven as you are.

You might promote someone to take your place:

 * Biggest biller, right? You bet...give it to the no-patience, non-nurturing,
   too busy, "just-work-on-my-jobs and just-do-what-I-do"-shortcut-expert.

Morgan Method Management Model:

After 30+ years of experimentation, 24,000 students and hundreds of management
system conversions, the model has been proven over and over.

A replicable Morgan Management model allows an owner to set a system in place
with enough consistency and trust to gradually walk away with little to no drama
along with satisfying monthly checks following them. 

It's all about Surprise-Free Replication:

Hiring recruiters:

 * 4 separate Morgan surveys over 28 years proved previous backgrounds in
   Retail, Hospitality, and Brokerage consistently delivers the highest billing
   recruiters. Peter teaches where and how to attract them and totally unique
   interview for predictability.
   

Morgan Trilogy Compensation:

 1. A Base Salary sets owner rules.
 2. Substantial Activity Bonuses set recruiter tempo/pace and creates a
    non-emotional accountability system.
 3. Commission rewards #2 and increases in commissions rise based on
    tenure/loyalty... just like a regular job.

Who takes your place? The Morgan Ladder:

 * Adopting the Morgan Method staircase to the "promotional ladder", allows
   recruiters to build their own team/company within the walls of your company,
   while maintaining and protecting culture and the replicable system you've
   worked so hard to create.

STUDY THIS LIVE WITH PETER or on YOUR OWN TIME:

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