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"The best recruiters in our business say no way more than they say yes."
Everyone champions start-up agility and giving teams total freedom - but what if that's exactly what's holding your recruiters back?
Charlie Ginzburg went from selling Marlboro cigarettes to running Michael Page's Chicago and LA operation, scaling his team from 17 people to 120.
In this episode he makes the contrarian case for structure, discipline and - yes - micromanagement, and why the best recruiters say no far more than they say yes.
What we cover in this episode
Micromanage the Work, Not the Person
Charlie reframes "micromanagement" as structure — showing people exactly how to succeed early on, then handing over autonomy once they've earned it.
Eat the Boring Salad
Real discipline is staying in your niche and doing the unglamorous groundwork, even when a big out-of-core fee is tempting — because the best recruiters say no more than they say yes.
Hire for Coachability, Not Just the CV
Back anyone who's hardworking, coachable and has the right attitude, judge them on those inputs before revenue, and never tolerate a brilliant biller who's toxic.
Build a Home for Billers AND Managers
Scaling breaks when you only celebrate one path — create parallel reward and career structures so top individual contributors and people managers can both thrive.
Turn Insight Into Action
Structure and accountability only stick when every recruiter can read their own numbers - and that's exactly what OneUp Sales makes possible.
OneUp turns your team's live call, meeting and deal data into leaderboards and dashboards, so managers can spot who's consistent, who's slipping, and step in before it shows up in the billings.
