// Recruitment Leaders

Atlas - Hoxo Elite 100. How Top Recruiters Are Mastering Engagement

Let’s be honest – standing out in the market (especially on LinkedIn) is no small feat. But the top recruitment leaders from Atlas – Hoxo Elite 100 prove that consistent, strategic content can cut through the noise and drive results.

While audience size matters, the secret lies in engagement – how well you connect, resonate, and inspire your customer base

So, who does it best?

In partnership with Hoxo, we’ve calculated the top 100 agency recruiters who are making a splash on social media. These aren’t the influencers but the practitioners.

Many of them have worked with Hoxo to build their personal brand and achieve game-changing results. Your brand is your biggest asset. Visit Hoxo to learn how to make it work harder for you!

Let’s look at the Top 100 for the fourth quarter:

How do the rankings work? 

For assessing engagement, we measure likes and comments as a percentage of followers to evaluate how well an account’s audience engages with its content, relative to its size.

We then compare these metrics to industry averages to identify top performers

The Atlas – Hoxo Rank takes all these factors into account, weighing the engagement metrics and scaling them based on follower count, creating a comprehensive ranking system for LinkedIn accounts.

This approach provides a well-rounded view, ranking accounts not just by followers but also by how actively and thoughtfully their audience engages, providing a deeper insight into performance.

The Hot Topics Fueling High Engagement for Top Recruiters 

Mike’s success is rooted in his storytelling. His post about a candidate walking away over $5,000 wasn’t just a story – it was a lesson in empathy and respect. Instead of focusing on the money, he highlighted how candidate experience and feeling valued can outweigh compensation.

Why it worked?

• Engagement over numbers – Mike’s approach resonates because it feels personal and relatable. His community doesn’t just read his posts – they comment, debate, and share their own experiences.
• Content theme – Recruitment success stories infused with actionable advice.
• Focus on candidates – While this may not be the ideal bottom of funnel content (candidate audience is much larger than client audience), top of funnel content forms part of a good strategy

Takeaway – Show your human side. Share your wins, losses, and lessons. Empathy is a currency that pays dividends.

Why It Worked?

• Engagement through variety –  Video content and podcasts deepen connections.
• Content theme –  Breaking recruitment myths and sharing insider insights.

Takeaway –  Mix it up! Combine video, text, and other formats to appeal to different audience preferences.

Why It Worked?

• Humor and Emotion –  Using a scene from a famous movie injects humor and a bit of drama, making it engaging and memorable.
• Clear Target Audience –  The post directly speaks to recruiters and hiring managers, making it highly relevant to its intended audience. This specificity increases its impact.

Takeaway –  Keep it real. Authenticity doesn’t just connect—it converts. Use videos to share your thoughts candidly and directly with your audience.

Why It Worked?

• Social recruiting tactic –  Highlighting common frustrations and offering actionable steps to fix them.
• Content theme –  Recruitment trends with a bold twist.

Takeaway – Be the voice of reason (or rebellion). Address industry pain points and offer solutions that make your audience think, “Finally, someone gets it!”

Stuart’s approach combines thought leadership with interactive content.  His polls and posts on recruitment tech and other topics have ignited conversations among industry peers, demonstrating his ability to engage and gather insights. By openly discussing common agency inefficiencies and plans for tech investment, he positions himself as a forward-thinking leader.

Why It Worked?

• Community engagement –  Polls invite opinions and foster collaboration.
• Content theme –  Recruitment trends and tools that drive efficiency.

Takeaway –  Use polls to crowdsource insights and spark engagement. Your audience wants to feel involved, so give them a voice.

Why Stuart’s Tech Vision Resonates

Recruitment leaders like Stuart Mitchell understand that tech investment isn’t just about automating processes – it’s about unlocking potential. His discussions highlighted a universal truth – inefficient systems cost time, energy, and ultimately, revenue.

Balancing high-touch client engagement while drowning in admin tasks can feel impossible. From personalising candidate outreach to juggling schedules and compiling reports, the backend workload piles up fast. It pulls you and your team away from what truly matters – building relationships and closing deals.

Why It Worked?

• Audience Engagement –  By addressing a common frustration, she invites her audience to share their own experiences, creating a dialogue rather than a monologue.
• Content Theme –  Amber’s posts focus on industry pain points, like generic job descriptions, and turn them into opportunities for insightful commentary. The use of humor and memes makes her content approachable, while her industry expertise adds credibility.

Takeaway – Content that resonates doesn’t have to be serious to be impactful. Use humor and relatable scenarios to highlight industry challenges and solutions. When paired with actionable advice, it positions you as both approachable and knowledgeable.

Talking about a critical issue in recruitment –  the lack of personalisation in outreach and job descriptions. This is where tools like Atlas can revolutionise your approach: 

Why It matters?

Amber’s critique of “sameness” in job ads underscores the need for differentiation. With Atlas, you can create job descriptions that stand out and attract the right candidates, minimising irrelevant applications and improving the candidate experience. Amber’s lesson? Stand out. Atlas’s promise? We’ll help you do it at scale.

Common Threads in Their Success

What do all these standout recruiters have in common? A blend of strategy with a dash of flair.

1. Content themes that resonate
   Recruitment trends, success stories, and unfiltered hard truths – it’s the trifecta of LinkedIn engagement. If you’re not sparking conversations, you’re just adding to the noise.
2. A balance of formats
   Videos, podcasts, polls, text posts – variety is the spice of social media life. Keep your audience guessing (and coming back for more).
3. Authenticity and empathy
   Great recruiters know their audience. The best ones? They speak directly to them with vulnerability, boldness, or a potent mix of both.
4. Consistency
   One viral post won’t build a personal brand. Showing up regularly with valuable insights? That’s where the magic happens.

Recruitment is About People – But the Right Tech Makes All the Difference

If you’re still relying on outdated methods to run your recruitment agency, it’s time for a change. The modern recruiter needs both human touch and smart tech to stand out. But how do you make it happen?

The answer is simple. One part strategy, one part efficiency.

Standing out means blending personal engagement with the right tech.  Tools like Atlas work behind the scenes, taking care of all the tedious admin tasks so you can get back to what you love – connecting people with opportunities. And LinkedIn personal brand experts like Hoxo can show you how to create engaging, authentic content that establishes your authority and leverages your network to drive more business. One fuels your presence, the other supercharges your productivity.

The bottom line? Recruitment is, and always will be, about people.

The best leaders and recruiters know how to connect with their audience both online and off. So, if you’re ready to ditch outdated workflows and embrace the tech-driven future, let’s make it happen.
We are here to guide you to the top.  See it in action