In a world where thousands of recruiters compete for the same talent and clients, recruiting visibility isn’t just a marketing term—it’s a survival strategy. If your firm isn’t showing up in search results, voice queries, or map listings, you’re missing out on the very people who are looking for your services. In this week’s Simply Be Found Huddle, we dive deep into how recruiting agencies can stand out in a crowded digital space, featuring special guest Steve Perry, CEO of The Well Recruiting Solutions. From daily listing updates to building a full digital ecosystem, this conversation reveals exactly how to turn visibility into growth.
About This Huddle’s Special Guest: Steve Perry, The Well Recruiting Solutions
In this week’s Simply Be Found Huddle, we were joined by Steve Perry, founder and CEO of The Well Recruiting Solutions, a fast-growing recruiting firm focused exclusively on the wealth management industry. With nearly two decades of experience in advisory leadership roles, Steve built his recruiting agency from the ground up after realizing he was helping others achieve entrepreneurial dreams he hadn’t yet claimed for himself.
“I was literally selling people the dream of entrepreneurship, but I didn’t have it myself. It just didn’t add up.” – Steve Perry
Steve’s team now spans 30 professionals across the United States, delivering talent to firms managing hundreds of millions to billions in client assets. He shared how AI tools like ChatGPT are already transforming his workflows—while emphasizing the need for stronger digital foundations like the Listings Engine to expand their visibility and streamline operations.
From manually analyzing data sets to experimenting with AI scoring for interviews, Steve gave a candid view into the real-world challenges recruiters face—especially in scaling visibility and hiring talent that fits both skill and culture.
“We had 800 applicants in 36 hours for one job. Only five reached out personally. Visibility and personalization matter more than ever.”
Steve’s story is a perfect reminder: whether you’re hiring for others or building your own team, visibility is the first step to growth. And tools like the Listings Engine can give recruiters the digital infrastructure needed to scale smartly and sustainably.
Why Recruiting Visibility Is Critical for Growth
In today’s ultra-competitive hiring environment, visibility is everything. If your recruiting firm isn’t showing up where candidates and clients are looking—on Google, Apple Maps, Alexa, and directories like Yelp—you’re already behind. The Listings Engine from Simply Be Found gives recruiting firms a massive edge by making them discoverable across more than 1,000 platforms. This is what we call recruiting visibility—ensuring your agency is consistently present, accurate, and appealing across the web.
“We discovered we work with over a thousand different networks… that absolutely blew my mind.” – Rob, Co-Founder of Simply Be Found
The Power Behind the Listings Engine
The Listings Engine isn’t just another citation tool. It’s the digital infrastructure recruiters need to ensure visibility in today’s online-first world. The biggest misconception we see among firms is thinking they only need to update listings when something changes. But platforms evolve daily—API standards change, algorithms update, and networks shift their criteria. Our Listings Engine submits your agency’s information every single day, ensuring you’re constantly optimized for the evolving ecosystem.
We don’t just partner with the big names—we push your listings data to over 1,000 directories and platforms. That means even if a niche site updates their policy, you don’t fall through the cracks. Whether you’re targeting local leads or building national awareness, this system ensures you’re visible across search, maps, and voice search platforms without doing it manually.
Daily Submissions vs. Outdated SEO
Most listing services do quarterly or even one-time submissions. That’s a big mistake. Platforms can reject your information if it doesn’t meet their current data standards. So even if your listing “exists,” it may not be active—or worse, may be flagged as unverified or outdated. With daily submissions, Simply Be Found keeps your presence fresh and search-worthy.
Imagine this scenario: a platform rejects your submission today due to missing details, but changes its policies next week. If you’re not resubmitting regularly, that listing never gets fixed. That means missed visibility, less traffic, and fewer inbound leads. We caught this early and adapted, building in automation to keep your presence active and accepted across platforms.
Daily updates also strengthen your SEO, increasing your chances of appearing in rich results, map packs, and voice queries. It’s not about quantity—it’s about consistency and credibility.
From Static Backlinks to a Dynamic Ecosystem
Traditional SEO providers often focused on “buying backlinks” from high-authority sites. That model is outdated. Today, search engines prioritize real-time data accuracy, contextual links, and integrated digital ecosystems. Your listings are no longer just digital business cards—they’re part of a live, breathing online network.
The Listings Engine ensures you’re connected across this ecosystem in real time. Every active listing becomes a high-authority backlink. Every update signals trust to Google. Instead of just hoping your agency ranks, you’re proactively sending signals that reinforce your credibility.
For recruiters, this means you’re not only visible when someone types your name, but when they search:
- “Top financial recruiter near me”
- “Best advisor placement firm”
- “Help hiring wealth management team”
Those listings help your site, your brand, and your offers show up. This is the difference between being present and being found.
Listings as Living Marketing Infrastructure
Think of your listings like the roots of a tree. They stabilize everything above: your website (trunk), your blog and social media (branches), and your content (leaves). Without strong roots, your marketing tree collapses.
Our ecosystem approach means that every part of your online presence—from listings to content—is interconnected. Updating your listings improves your Google Business Profile, which boosts map visibility. That, in turn, lifts click-through rates to your job openings. It’s all tied together.
Your business doesn’t stand still—why should your digital presence? Our daily submissions adapt as you do:
- New services? Updated in listings.
- Office move? Automatically pushed across platforms.
- New recruiter on staff? Reflected in team bios.
This dynamic structure helps you respond to market shifts, hiring booms, and competition without starting from scratch.
Backlinks, Trust Signals, and Data Quality
Backlinks still matter—but not just any backlink will do. The Listings Engine creates structured, high-quality backlinks on authoritative domains like Apple, Bing, Nextdoor, Waze, and even voice-based platforms. These links aren’t just “SEO points”—they’re trust signals for Google.
Behind the scenes, we have a dedicated team of data scientists, developers, and network engineers analyzing the success rate of every submission. We track which listings platforms are most active, which ones are changing, and where our clients are gaining traction.
The result? Your recruiting firm stays ahead of the curve. You’re not guessing where visibility comes from—you’re getting data-backed results. And as AI becomes a bigger part of search algorithms, maintaining structured, verified, and consistent data across platforms becomes even more essential.
5 Weekly Tasks to Improve Your Recruiting Visibility
- Review Your Business Categories: Make sure your listings reflect what you’re currently hiring for.
- Update Your Team Photos and Bios: Humanize your brand by showing the recruiters behind the agency.
- Publish a Weekly Post: Use Simply Be Found’s dashboard to publish service updates or new roles.
- Check Dashboard Analytics: Review impressions, map views, and clicks to understand traffic patterns.
- Refresh Your Website Schema: Align your web metadata with your listing categories for optimal SEO.
Final Thoughts: Visibility Is the Future of Recruiting
Recruiting visibility isn’t about being the loudest—it’s about being present where it counts. Job seekers and employers are using Google, Siri, Alexa, and hundreds of other platforms to find talent solutions. If your business isn’t listed, verified, and optimized on these platforms, you’re invisible.
With Simply Be Found, you don’t have to manage 1,000 directories. You only need to focus on growth—our Listings Engine takes care of the rest.
Call to Action
✅ Call to Action: Take Control of Your Recruiting Visibility Today
If you’re tired of seeing your competitors show up ahead of you in search results, or you’re constantly struggling to attract the right applicants and clients, it’s time to make a change. The truth is—your recruiting firm deserves to be found, trusted, and chosen. But that only happens when you’re visible where it matters.
With Simply Be Found’s Listings Engine, you can:
- Be listed on over 1,000+ online directories, voice assistants, and map platforms—including Google, Apple Maps, Alexa, Waze, Bing, and more
- Gain high-value backlinks that boost your local SEO rankings
- Ensure your firm’s information is updated daily, not quarterly, so nothing gets lost or outdated
- Connect with job seekers and employers exactly when they’re searching for your services
Imagine what it would mean to be found more often, in more places, by the people who need you the most. You’ll generate more traffic, more qualified leads, and ultimately—more successful placements.
📢 Ready to be discovered by more employers and candidates—without spending hours managing listings manually?
➡️ Sign up for the Listings Engine today:
https://simplybefound.com/contact
📧 Have questions? Email our support team: support@simplybefound.com
📞 Prefer to talk? Give us a call at: (555) 123-4567
Your next placement starts with better visibility. Let’s get you found.
Transcript
- 00:00 | Welcome to the Simply Be Found Huddle
- 00:34 | Meet Steve Perry — Not the Singer
- 01:33 | Steve’s Journey from Advisor to Entrepreneur
- 02:58 | Why He Launched The Well Recruiting Solutions
- 04:05 | How AI is Being Used in Recruiting
- 05:26 | The Problem with Placeholder Applications
- 06:48 | The Secret to Standing Out as a Candidate
- 08:13 | Inside Steve’s Talent Search Process
- 09:45 | Advice for Small Business Hiring on a Budget
- 11:44 | How to Attract A-Players Without Breaking the Bank
- 13:36 | Using LinkedIn to Find Talent
- 15:00 | The Power of Pre-Screening Emails
- 16:47 | Recruiting vs. Selling — It’s the Same Game
- 18:12 | Video Interviews & Applicant Scoring with AI
- 19:52 | Cultural Fit and Future Recruiting Tech
- 21:05 | How Steve’s Team Sells Your Business to Applicants
- 22:35 | Why Steve Avoids Industry “Standards”
- 24:26 | Building Repeat Clients Through Placement Value
- 26:00 | What Steve’s Ideal Client Looks Like
- 27:56 | Biggest Challenge: Scaling a Sales Team
- 29:05 | The ADHD Brain of a Business Owner
- 30:13 | Steve’s Go-to Marketing Stack
- 32:26 | The Tree Model of Local Marketing Explained
- 34:18 | Could Recruiters Use Listings Engine?
- 35:04 | Steve’s Social Media Strategy
- 36:03 | Missing the Blogging Piece?
- 37:42 | Why Business Owners Struggle to Start
- 38:42 | Where to Find Steve Perry & Final Thoughts
- 39:34 | Wrap-Up & Appreciation
00:00 | Welcome to the Simply Be Found Huddle
Rob: Welcome to the Simply Be Found Huddle, where we talk about business, marketing, and how to increase your visibility.
Dean: Especially how small businesses can stand out. Today, we’re talking recruiting visibility with our guest, Steve Perry.
Rob: Steve, thanks for being here!
Steve: My pleasure—thanks for having me on!
00:34 | Meet Steve Perry — Not the Singer
Dean: So, are we getting a song today?
Steve: Laughs Nope! Not that Steve Perry. My wife banned Journey covers at home. But I’m a husband, dad of two, and live in Minnesota.
Rob: Family guy and recruiting pro—nice combo.
01:33 | Steve’s Journey from Advisor to Entrepreneur
Rob: What made you start your recruiting firm?
Steve: I worked 17 years in wealth management. But I realized I was just building someone else’s dream. I wanted ownership—and to give businesses better recruiting visibility by helping them hire right.
02:58 | Why He Launched The Well Recruiting Solutions
Steve: I launched The Well Recruiting Solutions to help RIA firms scale. We work with firms managing millions—and some billions. And our mission? To give them unmatched recruiting visibility in their industry.
04:05 | How AI is Being Used in Recruiting
Rob: How’s AI shifting the recruiting world?
Steve: It’s helping our recruiting visibility. I use ChatGPT weekly—running data from our 40 platforms manually right now, but it’s helping us identify better candidates, faster.
05:26 | The Problem with Placeholder Applications
Steve: Some applicants don’t even remove AI placeholders. It kills their recruiting visibility instantly. One post about that went viral on LinkedIn—people are shocked, but it happens daily.
06:48 | The Secret to Standing Out as a Candidate
Dean: How can someone increase their own recruiting visibility?
Steve: Be human. Connect on LinkedIn. Send a personal message. Out of 800, only five did that. That effort boosts visibility more than anything.
08:13 | Inside Steve’s Talent Search Process
Steve: Our recruiting visibility strategy starts with a 75-person shortlist. We connect, interview 10–12, and record video interviews. That’s how we deliver visibility-ready candidates to clients.
09:45 | Advice for Small Business Hiring on a Budget
Rob: What can budget-conscious businesses do?
Steve: Use LinkedIn ads. But give clear instructions. Make them email you. That filter alone improves the recruiting visibility of those who actually follow through.
11:44 | How to Attract A-Players Without Breaking the Bank
Steve: If you want A-players, stop waiting. Take action. Use ChatGPT to define roles. Be proactive. That boosts your business’s recruiting visibility and attracts top talent.
13:36 | Using LinkedIn to Find Talent
Dean: Is LinkedIn still the gold standard?
Steve: Absolutely. For white-collar roles, it’s unbeatable. Filters let you target precisely—and that targeting is key to maximizing recruiting visibility.
15:00 | The Power of Pre-Screening Emails
Rob: If they don’t follow directions, I use a pre-screen email.
Steve: Same here. Those who respond properly demonstrate commitment—and that raises their personal recruiting visibility to us and our clients.
16:47 | Recruiting vs. Selling — It’s the Same Game
Steve: Recruiting visibility is sales visibility. You’re pitching people to companies and companies to people. It’s marketing. It’s persuasion.
18:12 | Video Interviews & Applicant Scoring with AI
Rob: You could use transcripts to rank applicants.
Steve: That’s on our roadmap. AI will score answers and rank them. It’ll take our recruiting visibility to the next level—efficient and data-backed.
19:52 | Cultural Fit and Future Recruiting Tech
Steve: We’re also working on cultural matching. Imagine recruiting visibility that goes beyond resumes—AI analyzing social tone, web content, and team vibe.
21:05 | How Steve’s Team Sells Your Business to Applicants
Steve: We boost your business’s recruiting visibility by bragging on you. It’s more authentic coming from us than you. That makes it easier to land great hires.
22:35 | Why Steve Avoids Industry “Standards”
Steve: I skipped all the recruiting trade shows and podcasts. I didn’t want to limit our recruiting visibility by doing what everyone else does. It paid off.
24:26 | Building Repeat Clients Through Placement Value
Dean: Do your clients return?
Steve: They do. Our placements help them grow. That growth leads to new hires, and they come back to us. Recruiting visibility turns into long-term partnerships.
26:00 | What Steve’s Ideal Client Looks Like
Steve: Growing firms with no internal HR. They want help, but need someone who understands business and brings recruiting visibility along with results.
27:56 | Biggest Challenge: Scaling a Sales Team
Steve: Sales is the bottleneck. I need to clone myself—to build a team that can create relationship-based recruiting visibility like I do.
29:05 | The ADHD Brain of a Business Owner
Dean: Business owners juggle 100 things.
Steve: Right! That’s why recruiting visibility needs to be simple and trusted. They don’t have time to learn it—they need help executing it.
30:13 | Steve’s Go-to Marketing Stack
Steve: We scrape jobs, build lists, send cold emails, and make calls. Now that our ICP is defined, we’re refining messaging to boost our recruiting visibility where it matters.
32:26 | The Tree Model of Local Marketing Explained
Rob: Think of marketing like a tree: listings (roots), website (trunk), content (canopy). Each layer supports the next—like how recruiting visibility fuels business visibility.
34:18 | Could Recruiters Use Listings Engine?
Dean: Could your firm use our Listings Engine?
Steve: Possibly! Even without local offices, building backlink visibility could strengthen our recruiting visibility nationally.
35:04 | Steve’s Social Media Strategy
Steve: LinkedIn is my jam—5 posts daily, videos, podcasts. It’s a key driver of our recruiting visibility. People see us everywhere.
36:03 | Missing the Blogging Piece?
Rob: You’re sitting on content. Turn transcripts into blog posts.
Steve: That would skyrocket our SEO—and amplify our long-term recruiting visibility. We just haven’t had time.
37:42 | Why Business Owners Struggle to Start
Dean: People know what to do—they just don’t start.
Steve: It’s overwhelm. Recruiting visibility feels like another chore—but it’s vital.
38:42 | Where to Find Steve Perry & Final Thoughts
Steve: Visit riajobs.com. We offer job descriptions, salary benchmarks, and insights—all tools to improve recruiting visibility for wealth firms.
39:34 | Wrap-Up & Appreciation
Rob: Steve, this was incredible.
Dean: You’ve given us real insights into how recruiting visibility can transform a business.
Steve: Thank you! Loved being on.
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About This Huddle’s Special Guest
