I have more than 30 years of experience in recruiting, sales, marketing and field operations. 

This experience enables me to recognize and understand the nuances of different positions that may have the same title but have very different objectives and responsibilities.

I’ve recruited people for more than 40 companies with annual revenues between $5M and $20B.

I’ve seen and solved almost every type of recruiting problem the companies and people I’ve worked with have faced.

I’m the right choice if you want to:

• Hire a unique technical, marketing or sales professional; a person who fits your company, culture, customers, and products, and who can deliver the results you’re looking for.

I’ve helped dozens of companies, in various stages of growth and maturity, recruit sales, marketing and technical professionals.

My ideas and unique points of view about recruiting are contained in more than 100 published blog posts.

I have testimonials from clients that describe exactly how I helped them and what I was like to work with.

You’ll get better candidates sooner, and save time and money in the recruiting process.

1. We’ll write a compelling job description.

2. I’ll advertise your job on my blog, LinkedIn profile and website.

3. I’ll source, screen and interview candidates, and send you only those who pass my screening criteria.

4. I’ll help you interview the candidates, providing you with questions to ask and information to share to ensure a good fit.

5. I’ll help you write an offer that is likely to be accepted. 

6. I’ll guide the candidate through the resignation process, help them reject counteroffers, and transition to your company.

I offer contingency recruiting on a case-by-case basis. However, contingency recruiting comes with some significant disadvantages for employers:

1. More time spent on poorly-qualified candidates: contingency recruiters are paid if and only if a candidate they refer is hired, so they’re incentivized to submit lots of poorly-qualified candidates as quickly as possible that the employer then has to wade through. 

2. Exclusivity: retained recruiting candidates are exclusive to the employer paying for them. Contingency recruiting candidates can be “shopped around” to other employers. 

3. Commitment: some employers think that having five or even 10 contingency recruiters working on a search is better than hiring one retained recruiter. But with no commitment from the employer, contingency recruiters are under no obligation to work hard on a contingency search, especially if the search proves difficult. A retainer recruiter has an obligation to find the right candidate for the employer no matter how difficult the search becomes. 

4. Relationship: contingency recruiting is a transactional, buyer/seller relationship. Retained recruiting is a partnership between the employer and recruiter, where both parties are committed to a successful search.