How to Recruit High-Ticket Closers Without Using Sales Placement Agencies

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Look, if you’re running an established agency, you know the cycle I’m talking about: fill your closers’ calendars, hire more closers, fill those calendars, hire more closers. It’s like riding a bike. The slower you pedal through this process, the more likely you are to fall over.

The faster you can cycle between these two critical actions, the faster things move. In my experience, this pattern shows up consistently with every business I’ve worked with that’s trying to grow past its current capacity.

Here’s the problem though: most businesses have completely forgotten how to recruit talent. The game changed when AI made it possible for applicants to spam-apply to everything. According to SHRM’s research on recruitment trends, traditional job postings now get buried in garbage applications with zero capacity to sort through them properly.

That’s why sales placement agencies exist. Some are solid. Most are terrible. They’ve cost businesses massive amounts of money by placing unqualified people who can’t close.

Today I’m walking you through the exact paid-advertising approach that we use to generate qualified applicants you can actually interview and close on joining your team.

How to Build a Recruiting Funnel That Filters Out Unqualified Applicants

First thing you need is a proper recruiting funnel. We treat this like any standard call funnel: headline at the top, a video sales letter in the middle, and an application at the bottom.

For tech stack, we typically use ClickFunnels 1.0 or GoHighLevel. Some folks use Webflow. I’m not sponsored by any of these companies—just telling you what works in our experience. For the application itself, we use Typeform because it integrates well with everything else.

Your funnel needs two confirmation pages: one for qualified applicants, one for disqualified ones. This is critical because you’re trying to add friction, not remove it.

On the qualified confirmation page, use what we call breakout videos. These are 2–5 minute videos explaining expectations: what they’ll do, what outcomes look like, how often you train, what hours they work, how pay works, required tech stack knowledge, and how people should show up on calls.

Setting expectations here is everything. It gives you an immediate opportunity to weed out wrong-fit people before you waste time on them.

If you want to go deeper on building sales teams and operational systems, check out my 7-week live comprehensive training or apply for the Inner Circle for direct access to how we approach these frameworks.

What Application Questions Actually Qualify Sales Candidates

Your application needs friction-based qualifying questions. Depending on where you operate, there are employment laws to consider. You can’t discriminate based on race, gender, age, or disability. That’s federal law in the United States, and the EEOC provides guidelines on what you can and cannot ask.

But you can ask mindset questions, scenario-based questions, and questions that reveal traits and characteristics.

Example:

• “It’s the end of the day. You’re told you can stop working at 5–6pm, but you still have an hour of CRM activity to update. What do you do?”

See what they answer. Ask short-form and long-form questions where they actually have to type answers. This shows you how they communicate: grammar, punctuation, and how they’d represent your organization.

Get a video upload in there too. Have them record a short video. Judge whether you’d want this person representing your business.

The fewer questions you ask, the lower the intent. The more questions and technical effort required, the higher the intent. In my experience, better applicants come from harder applications.

Use conditional logic or lead scoring on multiple-choice questions to automatically send wrong people to a disqualified page—just like a credit card application that doesn’t approve you.

How to Use an EA or VA to Review Applications Before You Ever See Them

Assuming you’ve had your first peel-off of unqualified people, you now have qualified applicants who filled out the form. Someone needs to review these—ideally an EA or VA, not you.

Your recruiting funnel should produce enough volume that reviewing applications becomes a menial task. Train your EA or VA on how to review them for your next peel-off.

They’re looking at the typed answers. Are they short and lazy? Did they type “idk” instead of “I don’t know”? All lowercase with no capitalization? Whatever your standards are, that’s what gets judged here.

Qualified folks move forward. Disqualified folks get sent to another DQ page.

Why the First Interview Should Be a Task Instead of a Call

Here’s where it gets interesting. The qualified people get invited to an interview, but not the kind they expect.

I don’t even get on a call for interview one. I give them a task. This tests compliance, which is critical in sales management. If I tell my team to do something, do they actually do it?

Have your EA or VA send an email asking for a 90-second selfie video answering three questions. That’s it.

I’m mostly looking at how they dress, their appearance, and their first impression. The right salesperson thinks about all that stuff.

Suggested questions:

1. A scenario-based question (e.g., the CRM update question mentioned earlier).

2. “We think a lot of people would lie to us in question one. How would you show us you’re being honest?” — a wide open, creative question to see how they think.

3. A real objection from your business to see how they’d handle it.

How they transition between questions in the video shows you their competence level. You’ll know it when you see it.

What to Look for During the Actual Sales Interview

People who do well on the video get an actual interview. If you’re running a smaller operation, that’s probably you doing these interviews. If you’re bigger, maybe your sales management handles it.

I like doing role plays and scenario-based questions here too. I ask about experience, but remember that salespeople sell themselves well. Many candidates rotate between offers and are short-lived everywhere they go.

Ask how long someone stayed at their last role and the real reason they’re leaving. If they’re willing to reveal confidential information about a competitor to you, they’ll do it to you later.

I look for younger single candidates with high determination and lots of free time, and for family candidates who are stable, long-term, and have strong reasons to earn more. Candidates actively dating, traveling, or highly international are often not great fits in my experience. Ask the questions that reveal what you need to know.

Move this whole process fast: application comes in, EA or VA reviews next day, sends video request with a tight deadline. Qualified folks get interviewed within a day or two. Make offers quickly to the right people.

How to Calculate When You Need to Hire Your Next Closer

Before you run ads, get clear on closer math. If you’re spending a set amount daily with a certain cost per call, you can calculate how many calls you’re generating. If your average closer takes a certain number of calls a day, you know when you need to start the hiring process.

This process takes time: sometimes 3–6 weeks for slower hires, 1–2 weeks for faster ones. It’s a delayed reaction, which is why you need to anticipate when to hire.

Marketing actions are fast. People are slow. Anticipate when you need to hire and how many people you need based on how the math changes as you scale.

Build a financial model for your recruiting math. Track the percentage of people who get through each peel-off point. Know your page conversion rate. Factor in your advertising stats.

Once you have this model, you can confidently spend money knowing how many qualified closers should come out the other side based on your historical data.

How to Create Recruiting Ads That Attract Qualified Closers

People care about three things when considering a job: money, time, and personal growth. LinkedIn’s Talent Trends research confirms these remain the primary motivators for job seekers.

Your ad should cover all three appeal points:

• Talk about earning potential after they’re ramped up.

• Explain the time commitment and work environment.

• Mention the personal growth opportunity, the people they’ll meet, the accountability, and how they’ll evolve.

Make several versions of this ad. You can get creative—whatever works to grab attention.

You can also post these organically, especially if you have a customer base. Converting existing customers into sales reps often produces some of your best hires in my experience.

When setting up paid ads:

1. Select the employment special ad category in your ads manager. This applies federal restrictions and disables targeting based on gender, race, or certain demographics. You can still target based on interests.

2. Run a conversion campaign. Just because you’re marketing employment doesn’t mean you ignore direct response best practices.

3. Choose your geographic location and do targeting based on interests that align with the traits you want.

One of my Inner Circle members recruits from local MMA gyms because those people often have the right traits. He replicates that by targeting people interested in that fitness category across his entire country.

Results are not typical. Your results will vary and depend entirely on your individual capacity, business experience, expertise, and level of desire. There are no guarantees concerning the level of success you may experience. The testimonials and examples used are not intended to represent or guarantee that anyone will achieve the same or similar results. We don’t believe in get-rich-quick programs. We believe in hard work, adding value and serving others. As stated by law, we cannot and do not make any guarantees about your own ability to get results or earn any money with our information, courses, programs, or strategies.

Load up your recruiting funnel URL as the destination and upload your ads. Make sure you’re following all local employment laws and federal restrictions for your country.

This approach is typically cheaper than what sales placement agencies charge, in my experience. The big difference is training.

Most sales placement agencies are run by low-level sales trainers who then sell their trained reps to you for a fee.

You can do this better because you know your offer better than they ever will. There are plenty of sales training resources available. You don’t need these agencies to have success recruiting and training your own people.

The cycle is simple: fill calendars, hire closers, fill calendars, hire closers. Master both halves of this system. Marketing knobs turn fast. People take time. Plan accordingly.

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Want access to the full sales training module, SOPs, and systems I mentioned? Check out my 7-week live comprehensive training Master Internet Marketing or my flagship program Inner Circle for twice-monthly one-on-one calls, weekly group sessions, and quarterly in-person meetups in Miami.

Results are not typical. Your results will vary and depend entirely on your individual capacity, business experience, expertise, and level of desire. There are no guarantees concerning the level of success you may experience. The testimonials and examples used are not intended to represent or guarantee that anyone will achieve the same or similar results. We don’t believe in get-rich-quick programs. We believe in hard work, adding value and serving others. As stated by law, we cannot and do not make any guarantees about your own ability to get results or earn any money with our information, courses, programs, or strategies.

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