3. Pitch with ROI in Mind
When submitting a proposal on TalentVine, don’t just lead with your fee – lead with your value.
Example:
“While my fee is 15%, my average placement retention rate is 18+ months – significantly reducing rehiring costs.”
Clients aren’t always after the cheapest recruiter. They’re after the smartest spend.
4. Use Reviews as ROI Proof
A five-star review is nice.
A review that says, “They saved us from a bad hire and filled the role in half the usual time”?
Way better.
If you’re new to a platform like TalentVine and don’t have existing ratings, it might be hard to build trust.
If you’re newer to the platform and bidding to work with an employer who doesn’t know you yet, consider reaching out to past clients for a quick review or testimonial.
It provides powerful social proof that you deliver on your hiring promises. If you don’t have any previous clients willing to vouch for you yet, that’s okay – but just know it might be tougher to compete against those who do.
So start building those references now – it’ll pay off in the long run.
When you request a review through TalentVine, prompt your client to comment on:
- Time saved
- Quality of candidates
- Process efficiency
These become powerful trust signals to future clients evaluating recruitment ROI.
5. Build Beyond One-Off Wins
Once you’ve placed a great hire – don’t disappear. A strong recruiter-client relationship doesn’t end when the contract’s signed.
Keep the relationship warm with regular check-ins or quick catch-ups. These conversations aren’t about selling – they’re about staying connected, supporting hiring managers, and being a trusted partner they actually want to keep working with.
Think about:
- Scheduling a quarterly recruitment check-in
- Helping benchmark future hires
- Offering insights to support other teams or departments
Remember, this isn’t just about winning new business. If a client feels like you’ve ghosted them post-placement, it can damage trust – and in some cases, they may even request to exclude you from TalentVine altogether. You’re not just a transactional recruiter – you’re a strategic partner.
So show up like one, consistently.
6. Make Your TalentVine Profile ROI-Focused
Update your profile to reflect value, not just credentials.
Swap:
“10 years of recruitment experience”
For:
“Helped clients reduce cost-per-hire by 30% across 20+ technical roles in the last 12 months.”
Recruitment ROI = results + how you communicate them.
7. Don’t Sleep on Your Own Website
It sounds obvious, but you’d be surprised how often it’s overlooked.
Your website is often the first place a client will check after viewing your TalentVine profile or receiving a candidate submission.
Make sure it’s optimised, up to date, and relevant to the roles you’re trying to win.
If you’re bidding for tech roles, your site should reflect your experience in tech recruitment. If you’re going after executive search gigs, your branding and content should speak to that calibre.
Think of your website as your digital shopfront – if it doesn’t match what you’re selling, you might be losing trust before the conversation even starts.
ROI Is Your Differentiator
In a tough market, clients are asking, “What am I really getting for this fee?”
Your answer?
And TalentVine is the platform to measure, communicate and scale that ROI.
Ready to win on value, not just price?
Update your TalentVine profile and start pitching with ROI today.
