From 6 Months With No Placements to Million-Dollar Biller: The Feminine Energy, RPO Strategy & Mindset Shift Behind It with Emily Audibert

Benjamin Mena [00:00:00]:
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Emily Audibert [00:00:28]:
Danny Cahill would always say, like, the best marketing is to do good work. And like, if you get a job, put in the time, find the right people and make a good result. So I did that there. I think the hardest part and what I saw so many of my colleagues like not do, is just pick up the phone and try again. And try again, because eventually you're gonna figure it out. And eventually it's gonna come more naturally.

Benjamin Mena [00:00:52]:
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Benjamin Mena [00:01:59]:
No admin, no silos, no lost info. Nothing but faster shortlists, better hires, and more time to focus on what actually drives revenue. Atlas is your personal AI partner for modern recruiting. Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive listener offer at recruit with atlas.com I'm excited about this episode of the Elite Recruiter Podcast because here's the thing that most people don't talk about when it comes to recruiting, when it comes to sales, when it comes to anything that you are trying to achieve. Understanding the difference between masculine energy and feminine energy, and what is needed for you to succeed. There are times and places for both. But you need to figure out what's best for you and how to go all in.

Benjamin Mena [00:02:38]:
Because how you go all in is how you could become successful. And that's why I'm so excited about this guest. We're going to talk about that. But secondly, people, I think miss the boat on RPOs. This guest has been on panel sharing how she's done it, how she set it up, and has shared so many times. So I'm excited also, like, for her to break the ice, share how you can maybe add RPO to your repertoire of recruiting tools. So, Emily, so excited to have you here.

Emily Audibert [00:03:05]:
So excited to be here again. Thank you for having me.

Benjamin Mena [00:03:07]:
All right, so real quick, Emily, quick 30 second self introduction.

Emily Audibert [00:03:11]:
Yeah, of course. My name's Emily Audubert. I own Emily Audubert Associates and we're a recruiting firm in the go to market space. So we do anything tech world for sales marketing, primarily for companies in high growth. So series I do extended seed round all the way up to D or getting acquired.

Benjamin Mena [00:03:32]:
So all the fun stuff, like the.

Emily Audibert [00:03:34]:
All the fun stuff, you probably get.

Benjamin Mena [00:03:35]:
To see like some of the coolest tools, the coolest stuff hitting the market.

Emily Audibert [00:03:40]:
Yeah, it's really fun. At first when I started recruiting, I didn't know what any of it meant. Then when I started to understand it a bit, I was like, oh, wow, that's going to be something that makes a real impact. So it's been really fun to also learn about tech and the impact that it makes.

Benjamin Mena [00:03:55]:
All right, I'll have some more questions about that because I'm kind of curious, like, hey, is there like so many equity deals? Like, we'll talk about that in a minute. But anyways, how did you even end up in this wonderful world of recruiting?

Emily Audibert [00:04:07]:
Yeah. So I feel like everyone I talk to in recruiting says this too, but I really fell into it. Not on purpose. With that being said, my mom is a recruiter and she had her own business growing up, but it's not like I was striving to do that or be that one thing. I. Go ahead.

Benjamin Mena [00:04:23]:
I was gonna say, like, because your mom had it, did you, like, want to stay as far away as possible from it?

Emily Audibert [00:04:29]:
My parents, neither of them really talked about their jobs that much. I just knew they had jobs. Like, I was talking to someone about my dad. Like, he was a CFO at all these different companies and I had no clue what he did growing up either. I was just like, so self absorbed. But I'm pretty sure they just didn't talk about it with us. They just talked to us about us. So what I did love, though was my.

Emily Audibert [00:04:50]:
I loved seeing how much my mom was present. So she was at every event, every meeting, dropped us off at dance, had us dinner. So I just remember knowing, like, she has the flexibility, but she's also doing well. And I wanted that. So what I equated that to was owning my own business. I didn't know what that would be in. I just knew I wanted to own my own business and be an entrepreneur so I can give my children the life that my mom gave to me. And I knew that at a very, very young age.

Emily Audibert [00:05:21]:
Now when I went to college, I actually went for accounting and finance. So I was a triple major. Accounting, finance and entrepreneurial studies. I know it sounds cooler than it is. Just like worked out. I did a lot of summer courses and winter courses to make it happen. And I went into accounting right after college and quickly realized I was really bad at it. So I took and failed the CPA exam five times.

Emily Audibert [00:05:46]:
And the same one, I didn't even like, yes. I didn't even try a different test. I took the exact same test five times. My dad was in accounting in finance world, and I was just like banging my head against the wall. I also really didn't like it. My last year of college, I actually ran in the Miss America organization just off chance. I was a dance teacher at the time. Dance teacher's like, hey, you should run in it.

Emily Audibert [00:06:10]:
You get college, like tuition money. And I was like, cool. And then I won.

Benjamin Mena [00:06:16]:
Cool. Then I won.

Emily Audibert [00:06:18]:
Yeah, like, it wasn't. I really just did it because my dance teacher asked me to. I had like no aspirations to be a pageant person or anything, but I think I just went in really confident with who I was. And I was like, it's cool if I get, it's cool if I don't. And they're like, you're going to be the winner. Just kidding. If I were here, it's like so much more complex than that. But I did end up winning and it gave me that idea of like, I love working with people because what you're doing in the role is you're constantly doing like community service.

Emily Audibert [00:06:46]:
You're talking to some of the sponsors. And I realized I like that external facing position. So when I was in accounting and I was all behind a keyboard, failing, literally failing, I was like, this isn't for me. I moved onto the sales team there. I was the last one in first one out once the new CRO came in. And then I was, like, so upset, and I was like, I know I want to do something like sales ish or something like that Miss Connecticut feel where I'm talking to people. I'm in the field. So I started talking to recruiters about sales jobs, and then recruiters started recruiting me to be a recruiter.

Benjamin Mena [00:07:24]:
Do you think you'd still be sitting in a finance chair if your dance teacher didn't say, hey, you should go do this?

Emily Audibert [00:07:31]:
Great question. Probably not. I think, unless she. There's always those, like, moments in life, right? You're like. And when you say yes to something unexpected. And it really did change the trajectory, I think, not only of my, like, my life, but, like, who I am as a person and, like, becoming my own self. So she absolutely steered that torch or pivot in the road, because I think I would just have tried to make it work until it did or done something else. I don't know.

Benjamin Mena [00:08:00]:
Like you said, it's those pivotal moments that just completely change your life. And we see that so often in this threat of a career, especially in recruiting. All right, fast forward. You start getting recruited by recruiters.

Emily Audibert [00:08:10]:
Recruited by recruiters. And I was like, hey, Mom, I think I want to try this. It sounds cool. Like, what was your job like? Literally post college? Like, that's when I started to ask her about her job that she had for, like, years owned her own business. Huge thing. So she was like, if you're going to go into recruiting, you have to call Danny Cahill. Luckily, Danny Cahill, he owns Hobson Associates. Him and my mom kind of grew up together in the recruiting world.

Emily Audibert [00:08:34]:
She was never going to hire me, nor would I go work for her. And so much love, but no. So she was like, you have to talk to Danny. And I was like, okay. And I reached out to Danny and I was like, or I can't remember. I think I reached out. My mom introduced me to Joanne, who is their training guide. My parents, I was living home at the time, lived 20 minutes away from their office.

Emily Audibert [00:08:55]:
They had me come in. I did the interviews. I did the peak test. I watched them for a day, and I was like, sure, let's do it. So I literally fell into recruiting. Not on purpose at all. Not because my mom does it. Uh, it just, like, happened to be.

Benjamin Mena [00:09:09]:
You went to go work at Danny Cahill's firm?

Emily Audibert [00:09:11]:
Yes. Yes. Yeah. So I was like, one of his rookies there. Like, it was great. It was a perfect place to learn how to be A recruiter.

Benjamin Mena [00:09:18]:
This goes into, like, a secondary thing. And this is like, definitely thank your mom for this behind the scenes, because it's amazing how much that first recruiting job that you take and the impact of your managers or the impact of that that boss has on another thin thread, the trajectory of your recruiting career.

Emily Audibert [00:09:37]:
Yes.

Benjamin Mena [00:09:38]:
Bad. Bad boss. We see people leave this industry. Bad company. We see people leave this industry. Horrible comp plan. We see people leave this industry. A great manager, a great trainer, a great boss.

Benjamin Mena [00:09:50]:
Creates superstars.

Emily Audibert [00:09:51]:
Yeah. And it really. And he really. I mean, him. The whole team there is incredible. Right? Great place to learn how to be a recruiter. And not only did I have Danny and Lisa, she's the GM there. And then Joanne was training us, and she was jumping on our calls, literally listening to them.

Emily Audibert [00:10:08]:
We would do the whole. Everyone in the bullpen had a call you had to go listen to and, like, see what was good, what wasn't. But we also had partners there. So one thing I loved about that firm is they had this partner system so that I always had someone who was a partner to be, like, that's what I want to be, or that's what I want to strive to. Coming from the classic accounting world, that tiered structure just really resonated with me of, like, steps for growth. And everyone was in the office at the time, so I was listening to these people every day, and I was able to learn from them. So I think that was another really big part of it. But Danny's training by far was the best.

Emily Audibert [00:10:47]:
Now, I was not good. Let me be very clear.

Benjamin Mena [00:10:51]:
Okay, let's talk about that. When you say not good, what does that mean?

Emily Audibert [00:10:55]:
It took me six months to make a placement.

Benjamin Mena [00:11:00]:
Were you full? Were you doing 360?

Emily Audibert [00:11:04]:
So we were three hundred and sixty. So you brought in your work. So you had a mentor, like a partner. That was a mentor. Mine was Larry Bowtel, and we would work on some of his jobs and help him, like, source people. So you had, like, an opportunity to get in right away. You had stuff to work on right away, but at the same time, you were trying to find your own business. And it took me six months to make a placement.

Emily Audibert [00:11:27]:
And like, most people, like, you don't make it past three. Like, if you're not finding, like, that productivity right away, like, you're pretty much out. But what's good for me is that, you know, I got fired from my last job, right? New CRO. This girl doesn't matter. Get her out of here. So I was so Afraid to fail again. So every single metric that they threw at me, I hit. They're like, okay, you have to make 50 calls a day.

Emily Audibert [00:11:50]:
I made a hundred. You have to make, you know, 25 inbound messages to, like, email or LinkedIn. I made 50, like, what? All of those, like, key metrics that they needed you to do. I was doing. I. I got a client at a decent fee. I don't even remember it was at the time, but I just wasn't making the placement and I was going to the trainings, they were listening to my calls, so they were seeing that growth and that attempt. It just, like, wasn't working.

Emily Audibert [00:12:16]:
So I'm also very grateful to Dani and Lisa and Joanne for not quitting on me preemptively because obviously this has been an incredible career and it could have again stopped because they're like, well, she's not producing fast enough, so just gotta get outta here.

Benjamin Mena [00:12:33]:
So let me ask you this. Why didn't you quit?

Emily Audibert [00:12:35]:
Question. I think, oh, goodness, that's a good question. I think honestly, it's because, like, I'm such a hard worker. I don't. I took the CPA exam five times and failed. Most people would stop at 2 or like, 1, but I was like, nope, I'm going to do it. I'm going to do it, I'm going to do it. And then by the fifth time, I finally surrendered to be like, maybe this means this isn't for me.

Emily Audibert [00:12:56]:
And when I knew I didn't like it and I had that other experience of what something I liked, I knew it could be something better. But when I was on the calls and I was having good conversations, I liked the job. Like, I liked the picking up the phone. I liked the opportunity of you make the most of your desk. And like, if you could have this kind of life if you just work for it, I loved that mentality. So I just kept working for it until I got there.

Benjamin Mena [00:13:21]:
You got your first placement six months later. It took you six months to get your first placement. What about your second placement?

Emily Audibert [00:13:27]:
Oh, God, I don't remember. But I. I do know year one, like the first full year, I only billed like 80k. It was like level and like, I think our goal was like 200 or something like that. I can't remember exactly, but I only build 80k. The next year I build 390 and I build 3 90, like three years.

Benjamin Mena [00:13:47]:
In a row after that, the 80k year. You know, this is also, like, I remember being the conversations of my first recruiting firm. I'm like, you know, we're looking at how much they're costing us. Are they going to do it? Were you still hitting those over the KPI numbers even like a year in?

Emily Audibert [00:14:03]:
Yes, that never stopped. So I was one of the first people. So I lived in, I lived in my parents house and moved in with my boyfriend who's now my husband. And at that time I was coming to the office which was in Norwalk, so it was like an hour from where I live each way. And I was like, this is just a lot like I promise I'm gonna work from home. And they're like, you're the only person we would allow to do this right away because we know that you're gonna make the calls, we know you're gonna work. I gained their trust at that point and that was probably like two and a half years in of like, we know no matter what you're gonna be the top person. Because every single day you get the email of how many calls were made, how long were people on the phone for? Cause those are some of the metrics we had.

Emily Audibert [00:14:42]:
And I was always a top. I was like one, two or three every single day. So that never changed. Even today, you know, I don't have as many like cold calls. But if you were to blog my call time, I'm literally talking to somebody from whether I start at 8 or 9 until when I hang up the day there's probably less than 30 minutes, I'm not talking to somebody. And that's also from the good training that I had from them of like, you want to just always be moving. And I just like naturally very competitive and I have that like compass of like keep going.

Benjamin Mena [00:15:13]:
Do you compete against yourself or do you compete in the the rest of the office? Like where's the competitiveness?

Emily Audibert [00:15:20]:
Yeah, great question. So both when I was in the office, I've definitely felt like I was like in a competitive environment. Right. That's the whole point of it is they're wanting to like kind of say, hey, this person's doing this. You want to pick up the pace. They do it everywhere in sales. But I'm so naturally competitive with myself that honestly sometimes I don't thrive in those environments because I get so hard on myself and I get so fixated on what others are doing that I don't kind of stay in my lane. So when I went off on my own, I actually found that I flourished because I was able to just focus on me, my goals and like what I need to do next step.

Emily Audibert [00:16:01]:
And I Never had that bad feeling of I'm not doing. I mean, you always have that feeling of I'm not doing enough. But it wasn't because of external forces. It's only an internal forces that push that.

Benjamin Mena [00:16:11]:
So we're definitely going to talk about the jump into your own firm in a bit. But you know, it's. It's one of those things I always like to kind of dig into that first year, that origin story, like the foundation and like where that was. So like between year one and year two, like, you know, you're working your excuse, my language, your freaking ass off.

Emily Audibert [00:16:30]:
Yeah.

Benjamin Mena [00:16:30]:
And then things started coming together. Did something click? Was there something that happened? What was this magical change that you didn't have another 80k year?

Emily Audibert [00:16:40]:
Yeah, absolutely. So I would say a combination of things. One is obviously Danny has an amazing training, right. So I would ask Joanne, because we had CDs at the time and I had a car with a CD player in it. I would ask her for Danny's training. So either my 20 minute drive in or when I was in the hour drive, I would ask for his training videos and I would listen to it for the whole ride there. So that when those things came up and those natural like, you know, rebuttals or a thing came up on the phone, I already listened to it like three times on how to approach it. And so I knew how to get ready for that step.

Emily Audibert [00:17:15]:
But I think what the really big change for me was is a lot of times in that first year I was trying to be like everybody else. Like I mentioned, there's all these partners in the firm and everyone has their own way about speaking, writing in life, Right. We're our own individual people. But at that time I just didn't want to fail. So I was trying to be like everybody else. And like the old ways of recruiting was like, pretty hard, right? Like, pretty, like I'd like very masculine and like, let's go, go, go, go. And what do you mean you're not giving me that deal or, you know, not like that exactly, but just like that, like kind of like harsher approach. And I would try that and it just didn't resonate and it didn't work.

Emily Audibert [00:17:54]:
Like when I did that and I did it to people, it was just like we just didn't meet. So by the time I really, okay, I know how to rebuttal this, I know how to overcome this situation. And then I just took it my way and I use like a softer approach and like, I kind of, I'm very woo woo. So I love like yoga and like the universe and all these different like self help stuff. Stuff. And I really leaned into my feminine side and was like, you know, it's okay, we could talk later. Like, whatever works for you. And I got such better reactions and traction and initial trust from people because I wasn't, I wasn't like selling them as much.

Emily Audibert [00:18:33]:
I wasn't pushing for things. I was just letting it happen and like kind of letting that flow come in. And once I did that one, it felt good. Right? Because when you're holding on to something and you have this like this strangle of this has to be right, this is the way it has to go. There's just no room for what could be. And when I finally like let that go and was like, you know what, it's okay if you like the job, cool if you don't, that's okay too. And they're like, you know what? No, I think I'll learn more or here's your resume. And I just was not met with that until I really let go and like leaned into my femininity.

Emily Audibert [00:19:09]:
And I really think that, you know, water seeks its own level. My grandma said that before I went to college. And I think like attracts like. So I just have been able to attract those clients and those candidates that are very similar. And it's been an enjoyable experience. Like, I don't get people to like mother f me ever. People don't hang up on me. Like, it's like, great.

Emily Audibert [00:19:30]:
I talk to good people all the time.

Benjamin Mena [00:19:32]:
Like at that point in time, do you like realize this or is this something that you look back and like, oh, this is exactly what happened.

Emily Audibert [00:19:40]:
I think that a little bit of both. Right. Is like, I really started to. I remember in the moment I was like, oh, I know how to do this, but I'm not going to do it that way. I'm going to do it this way. So I just took that softer approach and it was almost like you take your hands off the wheel. Like I think very like, physically, like, it's okay, all right, whatever that works. And like having that release, I remember doing it at my desk and then feeling so good and it naturally just went so, so well after.

Emily Audibert [00:20:06]:
And I'm sure if people were to watch this who talk to me, they see me do this motion all the time.

Benjamin Mena [00:20:12]:
Okay. I want to take a little bit of a step back, like into what we're talking about now. We're leaning into this difference between masculine and feminine energy.

Emily Audibert [00:20:21]:
Yes.

Benjamin Mena [00:20:22]:
Like just From a recruiter standpoint, and you've made this shift, like, can you explain kind of like what both sides kind of look like?

Emily Audibert [00:20:30]:
Yeah. So from a masculine side, I would say, or at least what it was for me, that's what I can speak to is it really felt like I was following exactly what it was. And it's like, well, I'm not going to talk to you until you give me a resume. You have to give me a resume before I talk to you or before I get on the call. And it would be like, okay, I have to know exactly what your quota was here. I. I work with sales reps. Right.

Emily Audibert [00:20:52]:
Okay, what was that? Ote. What was this? Wait, I need to know the attainment. Whereas when I turned into more of the feminine side, I was like, it's all right. Send me the resume after. Let's just go through your LinkedIn for now. And I would kind of finesse these conversations better and have it more fluid and a lot more laid back. I'd still get there, but I would just do it with a lot more. I would say finessing and just like, more casual conversations.

Emily Audibert [00:21:14]:
Like, oh, that. Tell me more about that. Like, why did that happen? Rather than feeling I was following, like, a question list of, like, this is exactly what you need to say at this point. Like, a lot of people follow scripts, and that feels like very, like, pointed and very, like, direct and hard sometimes. But whereas when you have a natural flowing conversation and you don't really demand too much, but just very politely ask for what you need, it goes so much better. So I would say it's like, very difference between, like, very scripted and very, like, this is the one way versus, like, I know what I want to get out of this call, and these are some of the ways I'm gonna, like, go about it. And it just starts here. And it might go like this, or it might go like this, depending.

Emily Audibert [00:21:56]:
That was not a great description. Very physical.

Benjamin Mena [00:22:00]:
Clearly you have to be able to watch this one to see the line that she was drawing. So if you're listening to this, go back and watch this, or I'll drop the video on Spotify too. Okay, picture this. You're talking with another recruiter that they just started realizing the different energy types and wanted to start leaning into a little more on the feminine energy. Like, what advice would you give to them, like, as they're building this career, Leaning into what they are or who they are?

Emily Audibert [00:22:24]:
Absolutely. And I think what you just said is a big part of it is, like, who are you as a person. And some people like, what's your voice? What does your voice sound like? Because like my voice and who I am, like I. I really flourish in the more laid back flow energy. That's where I thrive. I don't thrive in the very strict you must follow these rules way. So I think know who you are as a person. If you follow the strict know who you are way, that might work well for you, right? I think it really depends on who you are as a person first and then decide which path is better for you.

Emily Audibert [00:23:02]:
So for me, I really do more of like a good flow or more laid back, but just let things happen, right? So when I moved into that energy, I would say if you do lean into the feminine energy, you're not a pushover. Let me be clear. This girl is not a pushover. I still get what I need out of these conversations. And I also know how to give it to somebody if they're being like, not nice. So it just because I'm easygoing, don't take that as you're not getting what you need. Because at the end of the day when you're having these conversations, you don't want to just like shoot the shit and like not get anything out of it. Right? You have a point in a direction.

Emily Audibert [00:23:41]:
It's just how you have that conversation. So I would say it's a balance, right? There's definitely where the work comes in and you need to get what you need so you can make the most of those 30 minutes. That doesn't go away. It's just how you go about that is different. Does that make sense?

Benjamin Mena [00:23:57]:
It does make sense and I want to go a little deeper on that. It's. I want to like separate. You brought up something about being a pushover. Like, how do you have like this level of confidence and knowing what you're getting out of it, still chasing in crushing goals, still like, you know, we're going to talk about the amazing years that you've had in your business. How do you do all that while still bringing this feminine energy? Because I don't want people to look at feminine energy as something being less thin.

Emily Audibert [00:24:24]:
Yes, exactly. So I really think what happened for me, again, I can't say, like, I can't write a rule book by it by any means. But what happened for me is first I learned how to do the job. So like, what are the rebuttals? What do I need to get out of the call? Like, I learned the very basics and like I said, I listened to those trainings. So I knew what those were front and back, so that once I had a situation where that came up, I was much more easily able to, like, lean into that other side because I knew how to handle it. So I would say, first and foremost, know how to do the job. You're not going to know how to do it right away. Right.

Emily Audibert [00:24:59]:
You're going to have to feel out different personalities or what works here and what doesn't. You're going to have to learn who you are as a person, and that's okay. It's all a learning ride. But I think it's just like, you just make the calls, you put in the time, and you'll learn how to do it enough where you can really lean into your true self while doing that, whether that's more masculine or more feminine. One's not right and one's not wrong. They both are very impactful, and they both can give you the exact same results. It's just what's better for you.

Benjamin Mena [00:25:32]:
Love that. Before we start jumping into you with the start of your business, is there anything that you want to go deeper on between the masculine and feminine energy that I just didn't think of asking a good question about?

Emily Audibert [00:25:43]:
No, no. I think you covered it. You're good.

Benjamin Mena [00:25:46]:
All right. So may I ask why you left Danny Cahill's company?

Emily Audibert [00:25:51]:
Well, kind of coming back to what I had always wanted was I always wanted to own my own business, and that was it. And there was. I. I left because. And once I got there, I was like, oh, maybe I want to be a partner one day. Right. I didn't know. And then an opportunity was presented to me by one of my clients to come over, and it was that shining opportunity to go off and officially be able to do it through my own business.

Emily Audibert [00:26:16]:
So I was like, this is, again, that pivot in the road, right? When it's offered to you, you say yes. So I did, and I was able. It was called an RPO at the time, but that's what really started my own business, and that was why I was able to. And I feel so lucky that's how it came about. Cause it was a client I'd worked with for, I don't know, a year and a half or so. I knew who they were, knew what they were like, and I knew I just had to give it all I could for as long as I could till I was off on my own.

Benjamin Mena [00:26:44]:
Okay, you mentioned the word rpo. And, like, we throw this around here and there. What does RPO actually mean, so I.

Emily Audibert [00:26:51]:
Had no idea either until this opportunity came up. So there was one instance at Hobson where I had another potential really big deal come through where it was like so many hires and we just didn't find out the right package. So it was my second time I was actually offered something like this, but it was the first time I time I put a name to it. So again, leaning into my mom, right, she had done this thing called rpo which is a recruiting process, outsourcing. Now what I've learned from talking about it, everyone does this different, no one does it exactly the same. So this is my flavor of an RPO and this is what suited that client at the time. So what it is, is for us, so it's recruitment process. Outsourcing is typically again I work with high growth companies so anything from seed round to one of my clients just got acquired, right? So what happens there is they normally need a lot of hires in a short period of time and they might have an internal HR team.

Emily Audibert [00:27:49]:
Every time I've done this, they have their own recruiters. I'm just brought on as like an internal external recruiter. So you're really managing all of these types of hires. So for me it's go to market and normally that ends up being all sales or sales type hires. So for this particular client they called it like their hiring frenzy and they were starting with fed. So they were doing a bunch of federal sales hires and they needed help to get them in like quick. So I was like, okay, so I will come on if you can promise me. 28 hires in this year and I was able to deduct my fee and then I had a monthly retainer.

Emily Audibert [00:28:24]:
So the monthly retainer is non refundable. It's just a retainer to work with me. And every hire or job I would work on, it's a guarantee. So what that means is that whether I find the person, someone internally applies or it's a referral, I get credit for it and I get paid on it because I'm the account manager, right? If they have an ATS or an applicant tracking system, I'm in there checking who did apply, let me interview them, let me decline them and let me put them through the process. So I have full access to their email, their calendars, their slack, their ats. I'm doing all of the things. So I really am like an internal recruit. That's what it feels like.

Emily Audibert [00:29:02]:
Everyone thinks I like only work there, but it's just a, it's just a big contract. So that was my first rpo, and I had worked with this team, and I had actually just placed, like, two VPs there. So they were like, you know what, Emily? We have all this hiring. They were trying to hire me as their recruiter, and I was like, I just want to own my own business one day. Like, I don't think it's going to make sense. They're like, why don't we do something that does? And I. I provided them with an RPO. So I was like, we need at least 28 hires.

Emily Audibert [00:29:30]:
Sorry, go ahead.

Benjamin Mena [00:29:31]:
I was going to say, like, during this conversation.

Emily Audibert [00:29:33]:
Yeah.

Benjamin Mena [00:29:34]:
Are you the one that presented this idea of an rpo?

Emily Audibert [00:29:38]:
So they had said, what if we do, like, something on contract? They had just said, can we do some kind of, like, contract gig? And I presented them the rpo. So I kind of come together with, hey, there's this thing called an rpo. How about we try out this? And they're like, great. And they were trying to get to a hundred million in ARR and they needed to do a lot of hiring. So, like, 28 hires in a year is great. Probably good for most people is on their desk, and it's guaranteed work. So no matter what, I'm getting paid on it. That 28 hires turned into a second contract signed, but we ended up hiring 42 people in 14 months.

Benjamin Mena [00:30:15]:
Okay, let me take a step back. Like, when you're doing this contract, this RPO contract, it was only for those 28 projected hires that was that.

Emily Audibert [00:30:23]:
What they had to promise me was 28. But it was not capped. So they could go.

Benjamin Mena [00:30:27]:
It wasn't capped.

Emily Audibert [00:30:28]:
Okay, no, they could go over. So if they wanted more hires, if we're doing a good job or we did it fast enough, they could continue to add onto it. And they were hiring so much, and I became such an integral part of the team that they're like, well, we want Emily to work that. Can you put that? Emily on that? So it was great. I mean, it was great, but it was also. I think one thing that people don't Talk about in RPOs is that granted it was very financially successful year. Right? Something I would have never dreamed of, truthfully. And it was my way that I could start my own business.

Emily Audibert [00:30:59]:
It was unbelievable. It was a godwink, I like to call them. But what I think is even better is the relationships I made. So, like, Danny Cahill would always say, like, the best marketing is to do good work. And, like, if you get a job, put in the time, find the right People and make a good result. So I did that there. But I made such good relationships with everyone there because I worked really hard, I did what they wanted me to do. I was easygoing.

Emily Audibert [00:31:25]:
I work with all of them still. Like, I can easily call up almost every single person I worked with. They'd be like, hey, what's up? How's it going? And like, they take my call. So not only was it a great way of just making placements in a year, but if we're talking about marketing and like the future of your company, I've been almost, not 100%, almost 100% referral based business ever since then. So I can just easily call people from there they refer business in. And I really think it all stems from just like a great RPO and creating great relationships with great people and doing good work.

Benjamin Mena [00:31:59]:
You said like a second ago, the best marketing is doing a good job. Can you go deeper on that?

Emily Audibert [00:32:04]:
Yeah. So, I mean, you can get a job from someone and like, you work really hard to get the new job and then you don't send a good person, you don't listen to what they need. And I think a big thing within the. That's a huge thing is listen to what your clients are asking for. If your client's asking for you to not give them a job hopper, don't give them a job hopper. If your client wants someone with a relevant tech background, give them that relevant tech background or make sure they have the success that they're looking for. And now I don't believe in perfection, right? There's no such thing as perfect. I tell every one of my clients, like, I'm going to give you 70%, whatever you're looking for.

Emily Audibert [00:32:40]:
Because if I think they can bridge that 30, then I think they're going to be good enough. And I'm going to say where I think they're good and where they're not. And I'm honest about that. And I think going in with that honesty goes a long way. But I just like find the right people and then if I'm wrong and if I don't find it, I try again. And I think that's one thing. Ironically, this client, my manager at the time wanted me to this big rpo. I got that, the pivot in my life.

Emily Audibert [00:33:05]:
They wanted me to fire that client like a lot because they just were, you know, when you look at like time to fill, right. And it was one of those clients. I had a good fee, it was a great fee, but it, I wouldn't get Every job there, or, you know, they would take a while to make a decision or. But I loved the people and I kept trying. I'm like, okay, well I didn't do it this time. Let me try this time. And I knew I'm, I'm still early in my career, like, you have to learn and make mistakes and then give it another go. And I did because I was finding success.

Emily Audibert [00:33:35]:
I mean, I placed two VPs before it got there, but they wanted me to let go of them because they didn't think there was enough results coming from it. But I think that's a good indication of who I am as a person of like, I'm not going to give up on you unless you're giving me reason to. Like, if you're not being reasonable, you're not working with me, we're not communicating, I'm not going to start continue to work with you. But if you're giving me. If we're meeting in the middle and we're figuring it out, I'll give you it at all. And that's good work. And then you produce the results. You got to find them good people.

Benjamin Mena [00:34:08]:
And you've sold more RPO contracts since then and you said it's all referral based. You know, I know most of Danny's work is like contingent and retained, if I remember right.

Emily Audibert [00:34:22]:
Yeah. And honestly, a lot of mine is too, but I just happen to again, keep falling into these RPOs.

Benjamin Mena [00:34:28]:
So, like, how do you have these conversations? Or is it just part of the repertoire when you're dealing with a new company? Like, I have like these two different routes that we can go. Like, how do you sell this?

Emily Audibert [00:34:37]:
Yeah, great question. So I was my second rpo. I was referred into my first RPO referred me into my second. So that was an easy transition. But then I was able to talk the walk or walk the talk. I was able to show like, hey, I've already actually done this and it was super successful. So it's kind of like you have to try it once and like, have a success so you can talk about the success. So I was able to do that then.

Emily Audibert [00:35:01]:
So then I had two under my belt. And so then when I. After that second one, I did a lot of. I did a bit of contingent work for a while. It was a funky market at the time. It was post Covid. Then 2023 was crazy. And then I survived it.

Emily Audibert [00:35:16]:
I said to my team, I'm like, we don't have to thrive, we just need to not die. That's it and then post that, I was referred to another. So that same first rpo, the head of North America Sales there, referred me to another growing company and I started on a contingent basis. And he was like, if you're growing out your America's team, you got to call Emily. So I was like, you know what, let's start at contingent, right? You get to learn how to work with me, I get to learn how to work with you. But I plant that seed early of what an RPO is, right? So again, some of my clients are like a round of funding, like they're so early. So I say, you know, just if it ever comes to a time where you get an investment round, A, B or C, that's really big and you need to do a lot of hiring. I have this thing called an RPO where I am like your dedicated internal external recruiter.

Emily Audibert [00:36:05]:
I take on all your go to market hiring and I just run with it and we partner on it. So I obviously, and I say this is not the time for it today. Like, I just want to put that out there because as you grow, it might make sense or it might not, doesn't matter. But I just want to make sure you're, you know, that it's there. But let's start on the contingent route. So I never start with an RPO if I don't have to. Because I think what I learned from another RPO I was on is they're not all good, they're not all created equal. So you really want to like know who you're working with first, ideally before you go into one.

Emily Audibert [00:36:36]:
Because if you're like locked into these, you know, 10, 20, 30 hires for somebody, you want to kind of make sure you like the person or their reasonable expectations or it's a good technology. Like, you want to have like some kind of understanding of who they are before you put your name behind their work.

Benjamin Mena [00:36:55]:
You mean if they're like a go to market group and they're all specializing in fortran.

Emily Audibert [00:37:03]:
I was like, I don't know what that is, but I would have to find out first.

Benjamin Mena [00:37:06]:
Of course, the Recruiter Sales and Business Development Summit is coming back. It is kicking off January 26, 2026. It is going to be the best, biggest, most focused conference for recruiters to help them grow with business development and sales. Remember, with all the summits, the live sessions are free. If you want to go for the replays, you got two options. You can go VIP on the Summit platform, or you can join the community and have access to all the summits, but this is a summit that you do not want to miss. If you want 2026 to be the absolute best year possible, be there, be ready to learn, and be ready to crush it. I'll see you there.

Benjamin Mena [00:37:44]:
Okay. So you're doing a lot of like, you know, try me before you buy me.

Emily Audibert [00:37:48]:
Yeah, okay. Yeah, but it's a two way street. They gotta like me too. I gotta like them, they gotta like me.

Benjamin Mena [00:37:54]:
And you said you have a team. Like, how big is your team?

Emily Audibert [00:37:56]:
Small. They're small. Uh, so when we were doing this rpo, I had one sor. My first RPO was me and one sourcer. And she followed me from Dani. She was phenomenal. She still is. Like all day today.

Emily Audibert [00:38:08]:
I was getting compliments on her messaging. Cause she's incredible. So it was just her and I. And then as I was starting the that big rpo, halfway through Covid. Covid was hitting and my sister had just opened her own like yoga bar studio. So it all went from brick and mortar to online. So she had more time. And I was like, I've got a lot of work, I would love the help.

Emily Audibert [00:38:31]:
So she actually just started working with me like a couple hours a week because I needed like more sourcing or I needed help with finances. And I was like, I'm so busy in the day today, I can't do this back end stuff. Like, can you help me? She's now like pretty much my partner in what we do today. So now it's me, Jen, Amanda. Amanda's my sister. And then we have a VA as well. And then we also have a contractor who helps me with some of the initial intake calls. But full time people in the U.S.

Emily Audibert [00:39:01]:
there's three, there's one, Angie, our girl, she's in the Philippines. And then we have one like part time contract person in the U.S. okay, I gotta ask.

Benjamin Mena [00:39:09]:
How is it like working with a family member?

Emily Audibert [00:39:12]:
It's funny. Amanda and I are like fricking frack. Think about like a, like a. What's that thing with that thing in the middle?

Benjamin Mena [00:39:19]:
I know.

Emily Audibert [00:39:21]:
With this, the little circle with the yin and yang, Ying and yang. Oh gosh, words so hard at this time of day. So my sister and I are like yin and yang. Like we are very much like I always say, like, it's perfect because I'm the face of the business of. Hey, what's up? My name's Emily. Very chatty, like to get to know you. And she is the most organized, meticulous person. So it couldn't have been better.

Emily Audibert [00:39:45]:
If you've ever read this book, Rocket Fuel, it literally explains me and my sister to a T. And when she started working with me, I would listen to books on tape all the time. When she started working with me, I was listening to this book on tape and I was like, amanda, this is us. It's crazy. So it works out so well because we've grown our business to where it is today only because of what she's been able to do on the back end. If you don't have a good team behind you, I don't know how people do this solo. I'm like, let's do it together. Better together.

Emily Audibert [00:40:14]:
I would not be able to do what we do today without her and my team's help.

Benjamin Mena [00:40:19]:
That's awesome. Just because, like, you know, you never know working with family and I mean, it sounds like everybody. Is it everybody in the family in recruiting now?

Emily Audibert [00:40:25]:
No, we don't work with my mom. We have a separate business, but so my mom does recruiting, she has her own business. And then my dad again, he's like accounting finance. And my brother actually is an insurance. So no, it's just me and Amanda work together. And I think there's definitely points that are tough, right? And it's not easy. But I think her especially, again, a nod to her is she's really good at like knowing and navigating me and like helping get through those tough times and redirecting me. And I'm very respectful of her.

Emily Audibert [00:40:57]:
So I think there's like this like very deep rooted, like respect and love that we always put first and like, being her sister is like my number one. Nothing else matters. So, like, I will never put work before our relationship.

Benjamin Mena [00:41:10]:
You mentioned earlier in the podcast, I think within the first five minutes and we're going to take a little bit of a different shift about manifesting and goals.

Emily Audibert [00:41:17]:
Yeah, yeah.

Benjamin Mena [00:41:18]:
Do you have like goals that you are heading towards and you're focusing on?

Emily Audibert [00:41:22]:
Yeah, of course. Of course. I am very goal oriented. I've been obsessed with the professional development self help world before I got into recruiting, so. So yes, to answer your question, I do have goals. There's actually two lifelong goals that sound silly probably to most people, but they're big for me that I'm working towards now. One is I will. I will say again, when I being at Danny's space, you know, I knew of like million dollar billers, right? That was like a pinnacle for me.

Emily Audibert [00:41:52]:
I'm like, if I become a million dollar biller, I will have Made it in recruiting. And, like, I always had this, like, huge goal and this huge dream of making it. And pre. Kids. I will say I have two kids and I'm pregnant with my third. Thank you. I had, like, a chokehold on that goal of, like, I need to get there. How am I going to get there? I'm not getting there.

Emily Audibert [00:42:13]:
I suck. Blah, blah. And then once I had kids, I kind of let that go and I was like, you know what? I'm gonna do my best. We're gonna figure it out. And, like, I just kind of had that goal, but put it in the back. We are on track to hit that goal this year. So I almost, like, knock on wood. And we're very, very close.

Emily Audibert [00:42:29]:
Like, just a couple placements away. But it's only September and our year end is December. Like, we're gonna make it. So this is, like, a lifelong goal of mine that we're hitting. So I wanna make sure, like, I really embrace that and celebrate because so often, like, you know, when you're in the bullpen, you ring the bell and then you move on, right? And you go on to the next deal. I'm like, no, something like this, I need to really sit in and be like, this is something I've worked for and dreamt of for, I don't know, 8 years, 10 years, however long I've been doing this. So I'm so excited that we're going to hit that goal. Another goal is I really want to get into the Pinnacle society again.

Emily Audibert [00:43:06]:
Being a part of Danny Cahill's organization, they had so many pinnacle people there, and I just respected the crap out of all of them and what they did. So I always had this, like, idea in my head and I did apply, so going through the application process for that. So hopefully it goes well. We. You never know. But the fact that I'm even applying and I'm able to have an interview is, like, huge for me. And I'm going to count it as, like, half W, right? Like, hey, you know what? You got a call back and I'll take it. So those are two goals I just feel like I need to acknowledge because I'm, like, so proud of them.

Benjamin Mena [00:43:39]:
I mean, how long have you been manifesting those, like, goals?

Emily Audibert [00:43:41]:
Like, how many years, literally? I have to look at when I started recruiting. I honestly always forget how long I've been in this. So I think it's like, eight. Eight or nine or almost ten. No, I started. I think it's. I've been in my own business for Seven. I think I was at Dan.

Emily Audibert [00:43:55]:
I think I've been doing it for 10 years. Yeah, 10 years, like every single day. And I would be that person pre kids. Like I would write in my journal every day like, I want to be a million dollar biller. I want to be a million dollar biller. I want to be a million dollar biller. And like I can't believe I'm going to be able to say I could did it, I did it. And so I'm very excited.

Benjamin Mena [00:44:14]:
How much of you getting close to that goal, looking across in that goal, like when you're sitting there like focusing on the goal and you said writing down in your journal every single day, like what else were you doing to manifest this while you went and put the work in?

Emily Audibert [00:44:30]:
Yeah, absolutely. So I think there's a lot of things. Is one you do the work right is like, I think Dr. Tara something. So she has this, she has a book now, it's called Signs and before. I can't remember her first one. She's phenomenal. But she had something about like, she doesn't call it like a vision board, but she calls it an action board.

Emily Audibert [00:44:48]:
Because you really need to like you can put all of these pictures up on like a board of what you want in a dream, but you can't just look at it and hope for it. You have to work towards it. So what you had said, like, I think like doing the trainings, like picking up the phone, making the call, having hard conversation, taking risks, like all of that led me to here. But in the, in the woo woo part of it, right? I would just write it down every day. Like I would write it in a journal. I always start with what I'm grateful for. So like a couple things like I'm really grateful for this. Just to put yourself in that like high vibration state and really feel that gratitude.

Emily Audibert [00:45:24]:
Like not just like I have happy, like I had eggs today or I'm happy I woke up but like feel it right. I would do the gratitude and then I would write some goals that I had or whatever those were at that time. And then I would do a lot of meditation too. So sometimes I would try to like meditate and just be quiet. I like guided meditations a lot better because I've got like the craziest monkey brain ever. So I need someone to like tell me what to do. So I would do that. And Tony Robbins had a great like visualization meditation of like what's a goal that you want? What is something you want to do? And you really picture yourself in that and like, what would that feel like, what would I be wearing? Like, what would my life look like? And so I would do that in a meditation form.

Emily Audibert [00:46:08]:
And every year at the beginning of the year. I love year end because you can do all the new goals for the year. I would take like a half a day and just like write out like very visually what do I want my life to look like and what are things do I want in that? And so many of them have come true. It's like crazy. I'm just like the biggest, like motivation, like set a goal and like manifest it, work towards it and like you can literally do and achieve anything.

Benjamin Mena [00:46:36]:
Love that.

Emily Audibert [00:46:36]:
So my long term goal is to. I just want to make sure I answer that. To hire a recruiter so like actually have like a full time recruiter working with us and to consistently be a $3 million business.

Benjamin Mena [00:46:50]:
I absolutely love that.

Emily Audibert [00:46:51]:
Thank you.

Benjamin Mena [00:46:52]:
And you're going to crush it.

Emily Audibert [00:46:53]:
Thank you.

Benjamin Mena [00:46:54]:
We've, we've talked about a lot. We've talked about the masculine and feminine energy, we've talked about RPOs, we talked about goal setting and the mindset into the goal setting to achieve like some phenomenal goals that you've been manifesting for a while. Before we jump over to the next part of the podcast, is there anything that you want to go deeper on or is there any questions that I should have asked you to go deeper?

Emily Audibert [00:47:14]:
No, I'm sure you're going to have good ones coming up. I would just say, like, I, I do believe because we're obviously, we're on that manifestation track and that goal track. And I think so much of that got me through the beginning of recruiting because, like, the beginning is so hard. And it's like you pick up the phone and you don't know what you're doing. You know, you say someone hangs up on you. You're like, it takes a lot to pick. Pick up the phone again. And like so much of that came from that.

Emily Audibert [00:47:39]:
Like, okay, what is my dream? Why am I doing this? Like, what's the behind it? So I feel like it, it really went so hand in hand with like that beginning phase of recruiting. That's so hard. So hard.

Benjamin Mena [00:47:52]:
Love it. Well, jumping over to the quickfire questions and they don't need to be quick answers. Okay. It doesn't need to be like a. All right, one word answers. Because that's happened before.

Emily Audibert [00:48:02]:
I'm like way too chatty anyways, so.

Benjamin Mena [00:48:03]:
Thank God I was just like, that wasn't the point. Okay, let's expand.

Emily Audibert [00:48:09]:
Yeah, I'm too talkative. So you're good.

Benjamin Mena [00:48:12]:
I see you online, you have something like 27,000 followers on LinkedIn. You're applying to be part of Pinnacle. And I know one of the parts of Pinnacle is like, you're out there, you're sharing your knowledge and sharing what you're doing with other people. In doing that, I'm sure you have recruiters kind of hitting you up, asking you for advice.

Emily Audibert [00:48:29]:
Yes.

Benjamin Mena [00:48:30]:
And I know because you've also talked on some panels. If you had a brand new recruiter that literally just was sitting in your shoes like you were 10 years ago and asked you out, it's like, hey, how do I be successful in this career? What's the one piece of advice that you would give me? What would that advice be?

Emily Audibert [00:48:46]:
It was one piece of advice. It would be like, don't give up and don't stop. Again. Like, I can go on so many tangents of like, do all the trainings, learn all the things, like learn who you are. But I think the hardest part and what I saw so many of my colleagues like, not do is just pick up the phone and try again. And try again, because eventually you're going to figure it out and eventually it's going to come more naturally. And that's the hardest part, is to just like, keep going and think about how many times in life. That's like the theme of life, right? Is like to keep going to the gym in the morning, to keep eating healthy and, and to making the right decisions.

Emily Audibert [00:49:27]:
But if you just like, keep going and like keep working towards it, you will get there. So just pick up the phone, try again.

Benjamin Mena [00:49:36]:
Love that. Same question, though. But this is like somebody that's been around the block for maybe five to 10 years. They're seeing your success. If they've been in the chair or maybe it's an old dog, they hit you up. The same question. What's the one piece of advice that you would give me? What would you say?

Emily Audibert [00:49:53]:
That's a good question. I would say it's probably different actually, because at that point they probably know that they have to keep going, right? They've done this long enough. What I'm learning now is that just to keep learning and keep evolving. So I would say, obviously that can be a lot more than that. And that could be different ways, is like, keep learning. What's a new marketing way? Right? Or what's something that you're struggling in that you can do better, Like a new way to Go about marketing a new way to do a recruiting tactic, new way to run your desk. Right. How can you be more strategic surrounding yourself with smarter, better people so that you can learn more? But I think, like, really trying to continue to learn and evolve is super important.

Emily Audibert [00:50:34]:
And I mean, again, this is every job that there ever was. It's not like it's rocket science, but for recruiting. And if you're full desk like me, you can just do the same thing all the time and, like, do the same thing all the time, but why not try to do it better or smarter or more efficient? And that's one thing we're really leaning into now, which I really think is what's gotten us to where we are today is that constant striving for evolution and growth. And that's what I would say to somebody who's been there, done that is like, we're not done learning. So there's a lot more you can do and change. And we're in that season right now.

Benjamin Mena [00:51:11]:
With where you're at in your business. Where are the places that you're learning from?

Emily Audibert [00:51:15]:
Yeah, absolutely. So I know how to do a recruiting job. That's easy, right? Like, I know how to do recruiting, but I ended up signing up for Mark Whitby. I went to his conference in February. I was after my second kid, and I was just like, kind of had a bad client, and I just wasn't taking me down. And I went there and I was like, re motivated not by other recruiters, but by business owners. So again, like I had said, like, I was kind of just like a full desk recruiter with a lot of help. And that's what essentially what I am.

Emily Audibert [00:51:45]:
But we're trying to move towards really that business model. So what comes along with a business model? New tech tools to, like, make yourself more efficient or faster on the back end or getting more people in to help you because you can't do it all. Or, like, what should I be working on? What should Amanda be working on? And how can we be more strategic about how we get to that goal and that next step? Step. So I would say right now, where our evolution is from being like, okay, Emily's a like a big desk recruiter, and we need to service her to being like, we're building a business here, and what do we need to do to get that and to make it successful? So I would say that's where we are. Does that answer your question?

Benjamin Mena [00:52:30]:
No, that answer it perfectly. I. I love Mark a lot. Mark's amazing.

Emily Audibert [00:52:34]:
He's so good. He's so good. He was the first person that made me be like, oh, I'm just a recruiter. Like, I need. There's so much more I can do to be a true owner or business leader. And I have so much more growth to go and we have so much to learn. But he is. He's awesome.

Benjamin Mena [00:52:51]:
What is a book that's had a huge impact in your career?

Emily Audibert [00:52:54]:
Ooh, good question. I'm gonna have to pick two. So I was listening to this book. Cause, like, again, when I was driving to the office every day, I would always listen to book on tape. And one was, this was not the book I'm gonna say. But one was, you're a badass at getting rich or making money or something. Like you're a badass. Was the whole evolution of books and then the making money one referred to this book called the science of getting Rich by Wallace D.

Emily Audibert [00:53:16]:
Wattles. And I always just thought it was like a funny author name. So I was like, oh, this is interesting. Let me listen to this guy. And it's a really old book from so long ago. It's so short on audio. And it just is the mindset around, like, getting rich now. At that time, I was trying to get from 80k to above, right? Whatever that was going to be.

Emily Audibert [00:53:40]:
And, like, I could barely pay for my apartment, so I was like, how could I make more money and like, make sure I'm there? And so much of it was around, like, your mindset, right? And like how you view it and how you, like, think that you can own it again, kind of come back into that manifestation and that belief that it could be. So I would say coupling that. And again, my woo woo side of me is I tell everyone to read this book, the universe has your back. And that's by Gabby Bernstein from Gabrielle Bernstein. So she is all about, like meditation and the universe and all of that. But what both of them are telling you is like, there's shifts in mindset, right? So Wallace Wattles is like, how can you look at money differently? How can you look at it getting money differently? It doesn't have to be hard. It can just be different, right? And then Gabby Bernstein, I tend to like, I kind of did this a couple times. It's like chokehold of things.

Emily Audibert [00:54:33]:
I have these gold and I hold onto them too tightly. And she's like, just lets you release that. And I mean, the title of the book says it all. The universe has your back. You're going to be okay. And I just needed that Const. You're going to be okay. It ended up being like a mantra I would write for years as one of my part of my morning routine.

Benjamin Mena [00:54:53]:
That's awesome. What's your favorite tech tool right now?

Emily Audibert [00:54:56]:
Oh, I don't know. Does any recruiter say anything besides LinkedIn? Because you live in there. So, like, I. I would say outside of LinkedIn. Cause we have to. I think my favorite tech tool, honestly, is I love when video got involved. So right now we use loom. So, like, if I have to get a candidate or client's attention and I want to send something, I just, like, love that we can do a video.

Emily Audibert [00:55:18]:
And just like, this is who I am. Like, what's up? Let's go, let's talk. So I love that capability of a video.

Benjamin Mena [00:55:26]:
And by the way, I just bought the Universe has her back two seconds ago.

Emily Audibert [00:55:30]:
She has so many other books too. Like, that's just one of my favorites. So you're gonna love it. You're welcome.

Benjamin Mena [00:55:36]:
You looked at me like, you're not focusing on the conversation anymore. I'm like, I'm clicking purchase. Give me a second before I get done. You say something else. Because adhd, scroll brain.

Emily Audibert [00:55:46]:
I get it. It's so good, though. I highly recommend it. I tell it to everybody.

Benjamin Mena [00:55:50]:
This is my last question. This is one of my favorites. And I know that you've shared on stage about RPOs, and you've shared in other places, and I've seen you share online and you're like, if you get into Pinnacle, there's gonna be a lot more sharing. But all these times that you shared and the questions that you probably get from recruiters is like, what about, like, how do you sell rpo? Like, how do you do this? How do you do that? In all these questions that you get, do you just, like, kind of like, look at people? Like, I wish you would just ask this one question. Like, just ask this question, and if so, what is the question? And the answer?

Emily Audibert [00:56:21]:
Yeah, I feel like, again, I love self help. It starts with why is a book right? Start with why. And it kind of is. Like, that's where you should always have your starting point. So when I'm coming back to, like, my visualization and my goals and like, the life I dream for myself, and it all comes back to, like, my why. So I feel like recruiting gets so much easier and doing what you have to do in recruiting to be good gets easier if you know, like, where's your cornerstone? Like, where are you always coming back to? And like, what's your why. And because that's also fun. You get to learn more about people and, like, who they are and, like, as a person, not just like, what's your process? So I always, like, love that question of, like, what's your why? Like, why do you do recruiting? And my why is.

Emily Audibert [00:57:08]:
I mean, we did kind of talk about it in tidbits throughout the story is like, why? One, I did recruiting so I can have the flexibility or I wanted to own my own business so I can have the flexibility that I believed that I needed to have kids and be the mom my mom was for me. My mom was always there for me. She was like the absolute best. And I just want my kids to experience that. And recruiting gave me that. But then I also saw, once I started it, I was able to help people make their lives better too. And that was one part I loved about Miss Connecticut is everything was very, like, mission based and everything was very like, you're giving back to the greater good. And yes, I'm getting paid for it.

Emily Audibert [00:57:50]:
And yes, it's like my business around it, but there's so much more to it. It's like meeting good people and connecting them and making their lives better. So, like, my why between I'm able to have the life I get to live because of this, and then I'm able to give other people a better life too. And that's why I come to work every day. Like, that's why, like, it can get me to keep going and I don't get sick of it. And I'm. I'm in this for the long haul. I frigging love it.

Benjamin Mena [00:58:16]:
I love that. Awesome. Two last questions before I let you go, Emily. First of all, if somebody wants to follow you, how do they go about doing that?

Emily Audibert [00:58:24]:
Just my LinkedIn. That's it for now. I don't have, like, Twitter or anything like that. I do have an Instagram too, but that's not as professional. So I would stick to LinkedIn. Emilyauder. That's my name and it's Emily Auduber Associates is where I work, obviously. So if you need to find me, there's more than one of me out there.

Emily Audibert [00:58:44]:
That's where I'd look.

Benjamin Mena [00:58:45]:
Is there more than one of you out there?

Emily Audibert [00:58:47]:
I don't know. I actually never looked. As I said that out loud, I was like, I should Google that.

Benjamin Mena [00:58:50]:
If you want a good laugh, there's another Benjamin Mena out there.

Emily Audibert [00:58:54]:
So I actually, there's another candidate today. And it was like there was two candidates, same name back to back. And I'm like, I said to my team, I'm like, I'm not sure which one you meant to send me, but this one's wrong. This one's right.

Benjamin Mena [00:59:04]:
So before I let you go, like, is there anything else that you want to share with the listeners?

Emily Audibert [00:59:09]:
No, I mean, just thank you so much for being gracious and having me on here today. It was so much fun. I'm like, so happy to be here and to be a part of it. So thank you. Thank you. And I hope someone benefits from something. I'm definitely not perfect. I don't have it all just tripping through, but hopefully you can relate to some of it or take some of it.

Emily Audibert [00:59:26]:
Help you not trip the next time.

Benjamin Mena [00:59:28]:
If you want a good laugh. I've been looking for a conversation to talk about some of this for probably about a good year now.

Emily Audibert [00:59:35]:
No way.

Benjamin Mena [00:59:36]:
It's one of the things that I think, like, we don't talk about enough is the energy of who you are and leaning into that. And so the second we started our pregame, I was like, I know exactly where we could take this conversation on top of talking about how to do rpo. So, Emily, I just want to say thank you for the listeners out there. I just want you to absolutely crush it. You know what? Do one thing tomorrow morning. If you don't have a journal, take out a note card, take out a piece of paper and write down your big goals. And do that every single day for one week. Start manifesting and start putting in the work.

Benjamin Mena [01:00:12]:
Because I know you're putting in the work. I know you're working hard. But draw the line in the sand. Make the rest of the year the best year yet and lay the foundation for 2026. I'll see you guys soon. Running a recruiting firm is enough work. You shouldn't need five vendors to manage your online presence. With recruiters.

Benjamin Mena [01:00:26]:
Websites, you get it all in one place. Websites, SEO, paid ads, automation, and ongoing strategy. All built specifically for recruiters. We understand your industry, your clients, and your challenges. Simplify your marketing and strengthen your results. Mention Elite Recruiter and get 10% off any new service. @recruiterswebsites.com admin is a massive waste of time. That's why there's Atlas, the AI first recruitment platform built for modern agencies.

Benjamin Mena [01:00:53]:
It doesn't only track resumes and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now it's entering a whole new era. With Atlas 2.0, you can ask anything and it delivers with MagicSearch, you speak and it listens. It finds the right candidates using real conversations, not simply looking for keywords. Atlas 2.0 also makes business development easier than ever with opportunities you can track, manage and grow client relationships.

Benjamin Mena [01:01:18]:
Powered by generative AI and built right into your workflow need insights. Custom dashboards give you total visibility over your pipeline, and that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform. No admin, no silos, no lost info, nothing but faster shortlists, better hires, and more time to focus on what actually drives revenue. Atlas is your personal AI partner for modern recruiting. Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive listener offer at recruitwithatlas. Com.

Benjamin Mena [01:01:51]:
Thanks for listening to this episode of the Elite Recruiter Podcast with Benjamin Mena. If you enjoyed, hit, subscribe and leave a rating.