COMBAT

MEDICS
RECRUITMENT
GUIDE
For Official Use Only
September 2023
Metably SCPF

USER:
Combat Medics Recruitment Team
 INTENTIONALLY LEFT BLANK

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C O M BA T M E D I C S RE C RUI T M E N T G UI D E FOR OFFICIAL USE ONLY

PREFACE
In the past of the Combat Medics at this SCPF, information has been spread far and wide –
decentralized under various Administrations both under Administrators and Departmental
Directors and Overseers. The purpose was to provide the Combat Medic's leaders, the Internal
Security Department, and the SCPF Administrator an accurate and comprehensive overview of the
Department under one Leadership. The result: the eventual stagnation, tumbling, and transfer and
remodeling of the entire Department due to untrustworthy and delusional leadership majority. The
Combat Medics rarely had a full set of competent and trustworthy leaders with a concrete grip on
reality. 250+ complaints later, and it soon became an inside joke that CM was the bootcamp for those
who were unable to become eligible for the Security Department. That was translated into eight
separate meetings of the top leadership of both CM and SD, and later resulting in the establishment
of an “SD-CM Joint Comms” Discord Community to settle the passive infighting that this inside joke
produced. Membership was necessary – refusal punishable by blacklist for all. This action conveyed
the scope and breadth of hostilities between SD and CM. In many cases however, this formation of
an internal “Joint-Comms” Community to mediate the matter, only caused the scene to bubble over,
and onto the surface, and onto the face of this SCPF, although under the Sw_1ft Administration then.
That is when I left as a Level 3 Lead Medic. I observed this SCPF before Sw_1ft got his claws on it. I
used to interact with it, met Sw_1ft before, and left this SCPF, to return to it in 2018 under a New
Account. I did nearly 2 years in CM here, had responsibility and connections, and saw this SCPF being
Founded. I have over 5 years of Experience in this SCPF. I am one of the very remaining original
members. I experienced Roblox as a Guest, earned Tix – I experienced Group Bullshit-Bingo. Yet, this
one incident was too much.
In the beginning of 2023, the problem had still persisted, although lessened. In July of 2023, a former DEA
Attaché conscripted into DEA under the Metably Administration, the author of this publication, had mediated
the problem, and outlined and integrated a clear permanent solution of this problem to both parties. CM
began to produce a series of internal documents pertaining to major improvements to regulations of on-
duty conduct, training and personnel shortage challenges faced by the Department, and to produce
joint plans with SD to strengthen inter-departmental ties. This publication provides details on how
to address and solve the personnel shortage problem; the organization, structure, and major
recruitment methods and approaches to employ as part of your duties to your team.

Here is your department in good need of some good recruitment. Will you bring that?
 1. INTRODUCTION

Greetings and welcome to the CM Recruitment Guide, tailored to empower you in

your pivotal role as a recruiter for the Combat Medics department within the SCP
Foundation. Our primary objective is to ensure a recruitment process that is not only
efficient but also aligned with our commitment to excellence.
Just In your role, you are tasked with a target of five recruits per week. This objective, while
substantial,
2. In your is entirely andare
role, you feasibly achievable.
tasked with a We drawofinspiration
target from per
five recruits the Combat
week. Medics
This Overseer,
who has temporarily taken to wearing the hat of a recruiter who, through strategic direct messaging
objective, while substantial, is entirely achievable. We draw inspiration from a
efforts, successfully enlisted an impressive 34 individuals within a single week. This achievement
fellowthe
underscores recruiter who,ofthrough
attainability strategic
your weekly direct
quota.This messaging
guide efforts,
will provide you withsuccessfully
a comprehensive
framework, drawing
enlisted from proven34
an impressive strategies, methodologies,
individuals within a and bestweek.
single practices.
ThisIt serves as a practical
achievement
roadmap to help you navigate the recruitment process with clarity and confidence.
underscores the attainability of your weekly quota.
We
3. trust
Thisthat this will
guide guideprovide
will be you
a beacon
withofa guidance and motivation,
comprehensive enabling
framework, you to from
drawing contribute
significantly to the SCP Foundation's enduring mission. Together, we shall continue to uphold the
proven
highest strategies,
standards methodologies,
of excellence in recruiting forand
the best practices.
Combat It serves as a practical
Medics department.
roadmap
We trust to help
that this guide you
will navigate
be a beacontheofrecruitment
guidance andprocess withenabling
motivation, clarityyou
andto contribute

M E D I C S
confidence.
significantly to the SCPF's enduring mission. Together, we shall continue to uphold the highest
standards of excellence
4. We trust in recruiting
that this guide willforbe
theaCombat
beaconMedics department.
of guidance and motivation, enabling
Recruitment
you toiscontribute
not merely asignificantly
task; it’s an opportunity
to the SCPto shape the future of
Foundation's our SCPFmission.
enduring under the Metably
Administration. Each new member you bring on board contributes to our collective strength and
Together, we shall continue to uphold the highest standards of excellence in
popularity as a community. Remember, behind every successful operation, there is an exceptional
team,recruiting
and you are for theforefront
Combat Medicsthatdepartment.

S C P F C O M B A T
at the of building team Here, not just teamwork is paramount, but also
Initiative,
5. social intelligence, and people skills.
Recruitment is not just about finding the right candidates, however; it is in large part about finding the
right candidates who, in our case, align at least remotely with the values and the mission of the Combat
Medics at large. You of course know these values and the mission, but outsiders rarely do – because
before you came along to perform this job, nobody knew how exciting and how positive this
Department could be – if only we had the people to prove it. This is where you come in. You are the
primary gateway through which talent finds its way to the Combat Medics selection. Therefore, you,
along with the methods and strategies outlined in this guide that you will be using, will shape the

M E T A B L Y
future of this Department – for the better.
Please make sure to approach your everyday tasks with clarity and confidence, and this guide will, if
you properly follow the procedures and knowledge laid out here, appropriately ensure your success
on-the-job.

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THIS IS IND EX IS CLASSIFIED AS: FOR OFFICIAL USE ONLY

CONTENTS
Introduction ...........................................................................................................4
Methodology & Method 1 ..................................................................................7
Combining & Efficiency Rates ........................................................................................................................ 8
The More Boring Method(s) available............................................................................................... 9
More Methods .......................................................................................................................................... 11
Recruitment Arguments – What If? .................................................................................................. 12+13
Teamwork & The Importance Thereof .......................................................................................... 14
Outlook: When You Are Behind on Recruitment Quotas ........................................... 14
Tree: Arguments+Methods ................................................................................................................ 16

M E D I C S
Acronyms............................................................................................................................................ 17

Accreditation and Closure .................................................................... 19

C O M B A T
S C P F
M E T A B L Y

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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 Method 1 – DM Recruitment
Historically, DM Recruitment has gained a somewhat shameful and negative status, as it was
being associated with all kinds of negative connotations and artificially bulking up the
relatively meaningless numbers of a group. However, it is important to note that DM
Recruitment can be used for both good and bad, and the only thing that makes it inherently
negative, or positive, is the behavior and methods of the Recruiter. In this case, you are
recruiting for a fun, and engaging SCPF Metably Department, with plenty of opportunities to
learn and connect. This grants you a certain kind and amount of credibility – as long as you
perform good work well publicized, you will enjoy this credibility. Aim to maintain it.

The most effective way to find new recruits is

to visit the SCPF Area Omega Server area and
look for people who aren't part of any
department, whether they're at level 1 or level
2 – their level doesn't matter to you as a
Recruiter. Next, you should send them a short,
engaging message about why they should join
CM. Avoid making the message too long or too
robotic; add some emotion to make it more
appealing. Emojis are a great way to achieve
this – But please, keep them grounded and in
moderation. By reaching out to more people
with these engaging messages, you increase
your chances of getting a response and
successfully recruiting someone.
DM Recruiting can be very successful and pleasant.
Quick & Simple
Image Source: Texugo_Branco

Find Potential Recruits: Visit the Area Omega Server and

look for members without a department.

Send a Message: Copy a brief introduction about the

Combat Medics department and its importance, then
send it as a direct message (DM).

Be Persistent: Keep sending messages. The more you

reach out, the better your chances of getting a positive
response and successfully recruiting someone fitting.

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C O M BA T M E D I C S RE C RUI T M E N T G UI D E FOR OFFICIAL USE ONLY
Combining Methods
Although the methods laid out in this guide
work on average very well on their own, it is
generally prudent to diversify your methods
not only to your prospect, but also to the larger
audience of your prospect, such as their friends,
their department colleagues, and possibly
foreign community. People differ greatly among
each other, each with their own interests,
customs, interests, and predispositions. By
combining your methods, aka diversifying
them, you do not only increase the likelihood of
a successful invite of a prospect…
Efficiency rates during recruitment – Numbers in %.
Chat Groups DMs
5 9 53
Confirmed Department Joins
But you also appeal to a larger audience with
less total work and effort involved and
invested. You do not constantly have to create
new or edit and reword old opening lines, or
arguments, if you simply combine your
methods. If you reach out to someone on
different platforms, especially if they do not at
first respond, you are, for one, more likely to
reach them and receive a counterargument,
which can serve as a door-opener to
successfully recruiting that prospect. What if
you not only DM’ed them, but also approached
them about their interests in the Chat, and
perhaps brought up an old Application of theirs,
in which they mentioned CM? Take a look
below, for a clear-cut and visual answer.
M E D I C S
Combi =
Apps Combi Combination
of Methods
(Best)
C O M B A T
85 *
* Unverified Data
S C P F
M E T A B L Y
9
 The more boring method(s) available.
In This Case: Chat Recruitment 😊

C
hat Recruitment has aspired to become
a valuable addition to every Recruiters’
Tactics and Methodology for over a
Decade now.
Chat Recruitment is also a sensitive task,
however. Making the most truly significant
progress with it requires a careful feel for
people, and the ambience of a situation.
Therefore, you should stick to one essential
rule during Chat Recruitment:
(As I was previously a Guest) And met S_w1ft
and his tag-alongs even before the old
Administrator was wiped from the Group Wall
as the Founder.
It bored me. I left and returned full-time in
2018 to the SCPF. Shortly after, CM recruited
me in the Area Omega Chat, and I became a L3
Lead Medic. It really works when it does.
Not always big, but absolutely worth the look. Really,

M E D I C S
just try your luck – one day, you’ll get one. Pictured:
Only Engage in It If Someone
Raises a Topic or Question
Related to Departments in Chat

C O M B A T
The Reason: If nobody needs to hear it, it is
nothing but spam, leading it to be disregarded,
and your other messages of value often
disregarded as well. Say someone is asking
about which Departments gets what clearance

S C P F
and you inform them, but also bring up your
own personal experience: The Combat Medics.
Additionally, you talk about how great and

M E T A B L Y
engaging, fun, and opportunistic CM is, and the
clear promotion opportunities to Level 3 and
beyond. That is a fully valid and justified
recruitment method. That is a well-executed
piece of Chat Recruitment. Importantly: It is
completely true. In fact, this is what had me
joining CM back in the day. I observed the Portopia Chat of our SCPF.
whole SCPF before S_w1ft even considered Image Source: Texugo_Branco

buying it. I was barely a registered user…

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Now we have arrived at Application Recruitment.

Application Recruitment is quite brief and

simple but has proven itself to be a powerful
opportunity nonetheless in recruitment.
Whenever you, assuming that you have been
granted access, or are otherwise able to review,
read, and properly decide on Clearance Level
Applications, such as, for example, by holding a

M E D I C S
Level 4 Clearance, this is quite simple:
Whenever you see someone stating on their
Application anything positive pertaining to
Combat Medics, you message them and present
them your invitation via a recruitment method

C O M B AT
Finally, someone uses that damn field, asking, “What of your choice. Just make sure not to overdo it.
Department do you want to join?” Finally! 😊
Image Source: Texugo_Branco

S C P F
M E T A B L Y

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 Group Recruiting
Explore other Roleplay groups where you might
come across factions and other SCP-related
content. It's possible to recruit individuals from
these groups, even if they're not in Area Omega.
Just ensure they have a positive attitude and
aren't toxic. This is how Texugo_Branco, Overseer,
recruited thebestkilee as he worked with him in a
Chaos Insurgency faction. Nice!

Officials at various SCPF’s and various GoI’s

Foreign Groups may be superior – but a lot of people
use screening to quickly evaluate arriving
just stick along for the opportunities and fun.
newcomers and identify those that may not be
Image Source: Futret_Renard
admissible, such as infiltrators, trolls and
other nuisances, disgruntled ex-members, or
intelligence officers.

Your job as CM recruiter will be significantly

complicated if you appear, or are nervous in a
foreign community, as many undercover
officers look for such clues. Always tell the
truth unless questioned on a sensitive topic.
Political or social topics are risk factors.

Therefore: Be nice, be respectful, and be

Metably will be very happy if we do this well as CMs.
patient.
Image Source: Metably

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C O M BA T M E D I C S RE C RUI T M E N T G UI D E FOR OFFICIAL USE ONLY

Recruitment Arguments – What if? Modify them to your needs as appropriate.

Argument 1 Argument 3 Argument 4

Reply Argument 2
(initial) (saver) (final)

Not interested “What would have to Listen – what’s I hear that a lot, “I’m sorry, but it’s clear
you know? But I that I made a mistake in
change for you to be the reason for talking to you about this.
interested?” an open decline am sure you would
I don’t think CM is right
much rather see for for you, so I won’t waste
– “I hear you.” yourself. any more of your time.”

I am actually in a Dep. already “That’s a great “Have you had “Thank you for “What do you like
department/commu any trouble with clarifying. When best about the
nity. In fact, many the department do you usually Department you
tell me that it’s you are in?” switch are in?”
compatible with departments?”
ours.”
No
“I hope CM meets your “Would you like “I understand. “There is a chance
Smh interests regardless. Do I to have a short What do you like that there may be a
have your permission to
contact you in one month
peek into the best about the HK23 LMG in for
and see how things are Department?” Department you you…no MTF ever
going with you?” are in?” got that. But old
CM did.”
Hm (followed by ignoring) “Hi, [prospect name]. This is
[your name] with CM again. I’m
“How are you? A simple emoji, "I’ve got time on my
sorry we haven’t been able to Should I be such as a wave. calendar on
interest you; if you’re like me, I’m
sure you’re juggling quite a few concerned Wednesday
things. Do me a favor, though, about you?” afternoon and
and when you get this message,
just message me back with what Thursday morning to
you’ve decided to do about [CM
invite]. If you’re still interested in
meet with you and
it, great, but even if you’ve give you more
decided not to move forward with
it, that’s fine as well. Either way, information. Which
it will be helpful for me to know.” works best for you?”
No response “We just had a
“I’m actually not here to
But online (feign message cutoff) recruit today. I just wanted promotion celebration “You should’ve seen
“As I was saying, you to give you my contact not too long ago, you our last rally. Great
information and let you
should really give us a are free to come and stuff. 😊 Really not
know that I’m the one to
get if you have any take a look.”
try, were public. 😊” like the other Deps do
questions about CM.”
it.”

Completely new Hello, my name is [your name]

and I’m with CM. CM is now
“Would you like I hear that a lot, “I hope CM meets your
you know? But I interests regardless. Do I
new and improved. Would you to have a short have your permission to
be interested in seeing what
peek into the am sure you would
makes us so engaging?” contact you in one month
much rather see for
Department?” yourself.
and see how things are
going with you?”

“Did you already A simple emoji,

I was in CM. Bad experiences. “Who else in your “I understand. such as a wave.
hear about the department might When should I
changes in CM?” have an interest in get back to you?”
CM?”

13
 “Hello, I have an offer
for you regarding Area
Omega. My name is
[your name].”
No response “Would you like to join the
But sometimes online cool department, with 70
members already, and no
quota? Its called Combat
Medics.”
No response
“Hello, I have an
But offline (or appears so)
offer for you
regarding Area
Omega. My name
is [your name].”
- Customize this as appropriate and to your client. Make it personal, do not copy and paste several times.
- All comments are approximate – be flexible in what you may receive.
- Word was playing stupid – please excuse this one overlap.
14
Would you like to A simple emoji, “There is a chance
join the cool such as a wave. that there may be a
department, with HK23 LMG in for
70 members
already, and no
you…no MTF ever
quota? Its called got that. But old
Combat Medics. CM did.”
"I’ve got time on my
“Who else in your calendar on
department might “I hope CM meets your
interests regardless.
Wednesday
have an interest in
CM?” Do I have your afternoon and
permission to contact Thursday morning to
you in one month and
see how things are
meet with you and
going with you?” give you more
information. Which
works best for you?”
A simple emoji,
such as a wave. “There is a chance
“Would you like to
join the cool that there may be a
department, with HK23 LMG in for
70 members you…no MTF ever
already, and no got that. But old
quota? Its called CM did.”
Combat Medics.”
C O M BA T M E D I C S RE C RUI T M E N T G UI D E
The importance of
Teamwork
CM has had a long-standing capability to recruit
talent that everyone overlooked – but often
enough, flaws very overlooked; Teamwork in
recruiting, especially in our case, is near-vital to
ensure a candidate fits into CM and is likely to
contribute to the department and their future
colleagues, as well as to continuously share our
dedication to excellence.
Teamwork acts as a concrete gate against
subconscious individual bias, and human error
in this process. Ask your colleagues to assist
you in making the right choice of selecting
and/or inviting a candidate, and the likelihood
of making biased decisions or overlooking key
qualifications is significantly reduced.
One of the most important tasks of any
recruiter is conveying information from
upper management to the prospect and back.
Any time there’s a change in the events plan,
a new perk, or a rule revision, the recruiter
has to explain it to the current and near-
future prospects. But just explaining is not
enough—they have to essentially sell them
on the changes. If the prospect doesn’t like or
accept management’s policies, there will be
serious trouble, and it’s up to the recruiter to
keep that from happening. When there are
not enough qualified recruits flowing in and
out, any department, however big, stagnates,
and degenerates. CM just crawled out of that
hole with the help of Texugo_Branco, let's
keep it out of that hole.
FOR OFFICIAL USE ONLY
Where does this
Fit into?
The conventional recruitment methods consists
of the four laid out in this guide. Each is
conventionally limited to one person only at any
time, individually. If multiple people or groups
are to be recruited, conventionally, you would
send out, for example 5 people, each working in
their own way with those four methods – on
their own. It is always a good idea to work
together, as a team. This teamwork can manifest
in many ways.
For example, if you are uncertain about one or
two prospects, or just not sure about your
choices, work together with your colleagues.
Recruitment is a team effort – mostly done
individually. But when it comes together,
M E D I C S
communication is the bare minimum. Where
you may oversee qualities or flaws, another
may spot them. Just talk with your colleagues,
simple. :)
C O M B A T
S C P F
M E T A B L Y
DM advertising presented by Texugo_Branco. Nice!
Image Source: T e x u g o _B r an c o
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 Outlook: When you are behind
on Recruitment Quotas.
shorten that cycle radically, by making people see how

R
esolving Quota Problems is not hard.
Just about every single recruiter that
has ever lived and worked…
And no matter how talented, has experienced
that disheartening feeling of being seriously
behind on recruitment quotas. When you first
realize how behind you are, it’s very easy to
panic. I mean, the Department is right behind
you, and you have to make the right call under
pressure? Yeah, it happens to even the best.
But pushing the panic button is not the answer.
The best way to deal with this situation is to
work smarter and faster than you already are.
great of a department CM is, you’ll need to be creative
in your approach. And preferably also have “thick skin”,
and a tendency to keep a cool head.
And while anyone can preach to you about what you
need, take this moment here to introspect – to figure
out what you need to effectively do this job. Maybe it's
support from colleagues, or friends, or just more time
to be able to network in the SCPF. Whatever you need,
you have it inside of your own mind. You have all you
need, you can, and are able to do this quota. The rule is:
to meet more people to recruit.

M E D I C S
You’re unlikely to have time to develop enough
cold leads to get out of trouble, although
flooding your pipeline will definitely reduce the
chance of encountering this kind of problem in

S C P F C O M B A T
the next quota cycle. But when your deadline is
coming fast and you’re really behind, there’s
only one possible solution—short-circuiting the
usual recruitment cycle.

Every department of every community has a

certain rhythm based on the length of the quota
cycle - when your quota, if present, is due.
M E T A B L Y

Some, in our case, recruiters within the same

community may have slightly longer or shorter
recruitment quota cycles, but a basic
consistency exists due to the nature of the
common elements that dictate general activity:
School, work, and private life. If you have to

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Major Recruitment methods and approaches. (Arguments + Methods) For reference, mail to:
iasubmissions@posteo.de
Tree
Group
App “Hello, I have an offer for you regarding Area Omega. My name is [your name].”
DM
App 1st – Veteran submits application upon return to Community. Looking for a fresh coat of paint, metaphorically speaking.
2nd – Test the waters; Send A simple emoji, such as a wave.
Vet.
--------
3rd - “Would you like to join the cool department, with 70 members already, and no quota? It’s called Combat Medics.”
1st – ”Hello, my name is [your name] and I’m with CM. CM is now new and improved. Would you be interested in seeing what makes us so
Vet engaging?”
No 1st – Strike up an engaging conversation, such as, “Did you ever eat a whole can of beans at 3AM?”
Reply 1st – If you can connect to their clique, pay your attention there – otherwise, drop them for now.
2011
-------- 1st – “Have you considered what makes you think that?” I “I understand. How about we bring the matter up to my DMs?”
New. “What has to change within CM to change this?” I “Thank you for specifying. I will bring it up to my superior. 😊”
Denial
--------
--------
--------
Chances are, the Veteran already made up their mind and has their own clique; “I’m sorry, but it’s clear that I made a mistake in talking to you about
Vet. this. I don’t think CM is right for you, so I won’t waste any more of your time.” – Do not let that demotivate you.
Denial
--------

--------
-------- 1st – “Hi, [prospect name]. This is [your name] with CM again. I’m sorry we haven’t been able to interest
you; if you’re like me, I’m sure you’re juggling quite a few things. Do me a favor, though, and when you
Friend get this message, just message me back with what you’ve decided to do about [CM invite].”

M E D I C S
Casual 1st – “If you’re still interested in it, great, but even if you’ve decided not to move forward with it, that’s fine as well.
Combi Either way, it will be helpful for me to know.”
--------
-------- -- 1st – No response? Wait a bit – if no reply is sent, see below.
------
-------- “You should’ve seen our last rally. Great stuff. 😊 Really not like the other Deps do it.”.

C O M B A T
--------
--------
--------

---------
-------
-------- 1st – Inspiration time – your own text goes below:
--------
-------- S C P F
--------- 1st - Inspiration time – your own text goes below:
-------
---------
M E T A B L Y

-------
-------- 1st - Inspiration time – your own text goes below:
--------
--------
--------- 1st – Inspiration time – you think of a scenario.
---------
------
1st - Inspiration time – you think of a scenario.
---------
-------
-------- 1st - Inspiration time – you think of a scenario.
-------- F_R
1968
ACRONYMS
VET Veteran of this SCPF FRIEND A friend – Yours/Theirs/Both

NEW New to this SCPF CASUAL Casual Standard Member – Old/New

COMBI Combination VNR Veteran-No-Reply

N. Denial Repeated, new denial APP SCPF Department Application

GROUP A foreign ROBLOX Group CM Combat Medics

CHAT SCPF Chat / Portopia DM Discord Direct Message

M E D I C S
C O M B A T
S C P F
M E T A B L Y

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METABLY SCPF COMBAT MEDICS

By Request of the Departmental Overseer:

USERNAME Texugo Branco

Author:

USERNAME Futret_Renard
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