Benjamin Mena

Select Source Solutions

We work with companies that are changing the world and protecting the world and bring them the Data Science, Cyber Security, and Recruitment talent that they need to enable that change. Recognizing that the single biggest driver towards results is people, we help our clients empower themselves with the right talent, in the right place, at the right time. 

➨ For Our Clients, we help find the best Cyber and Data Science talent allowing you to do what you do best, support your business growth and your own career.

➨ For Our Candidates, we put your unique Cyber and Data Science Talent in front of the decision-makers of the most cutting-edge companies in the world, and position you to blow your competition away, allowing you to take back control of your career trajectory.

Our area of specialization:
✓ Executive Retained Search (C-Level, VP, Director)
✓ Cyber and Data Science Direct Hire Search
✓ Recruiters 
✓ Contract Recruiters 

http://www.selectsourcesolutions.com/
Benjamin@selectsourcesolutions.com

Managing Partner

Pin.com - AI Recruiting

I’m partnering with the Pin.com team to bring real-world recruiting insights, help guide product development, and support adoption across industries beyond tech.

As host of The Elite Recruiter Podcast and organizer of recruiter summits, I’ve seen a lot of tools come and go. Very few truly move the needle—Pin is one of them. Its advanced search, smart messaging workflows, and clean ATS integration are built the way recruiters actually work, not how software vendors think we work.

My focus is on helping Pin shape the future of recruiting—making sourcing faster, smarter, and more human.

💡 Want to check it out? Use my code: BenjaminPin for a discount when you demo.

Strategic Advisor

The Elite Recruiter Podcast

The Elite Recruiter Podcast is the number one podcast for recruiting professionals.

This is where the top recruiters share: How they got there. What kind of work did it take. Tips, Tools, and Tricks. The Mindset needed to get them to where they are. What they are doing with their success. Goals and visions for the future. So please join me on this journey as I interview some of the best in our industry

https://www.eliterecruiterpodcast.com/

The Elite Recruiter Podcast Host

Decentralized Careers Podcast

Decentralized Careers is the number one podcast for learning how to land top talent for your Web3, Blockchain, Crypto company.

Learn from other leaders on how they were able to hire the right talent to build the products and help change the world.

https://pod.co/decentralized-careers

Decentralized Careers Podcast Host

DynCorp International

DynCorp International is a leading global services provider offering unique, tailored solutions for an ever-changing world. Built on more than six decades of experience as a trusted partner to commercial, government and military customers, DI provides sophisticated aviation, logistics, training, intelligence and operational solutions wherever we are needed. DynCorp International is headquartered in McLean, Va. For more information, visit www.dyn-intl.com.

The intelligence professionals of DynCorp International (DI) work daily, protecting the United States and its allies, enabling decision-making through agile, integrated intelligence solutions:
•Educating, Training and Certifying tomorrow’s intelligence professionals
•Enhancing Collection and Analysis to deliver decision-enabling intelligence
•Assisting the Intelligence Mission Globally through service in all locations and conditions

DI proudly serves in all locations, environments and conditions to support optimal decision-making and effective national security action by delivering balanced and ever-improving cross-discipline capabilities as a part of a single integrated team.

Sr Contract Intel and IT Recruiter

Vencore Inc.

Inspired by combining the word core with Latin words denoting respect, the name Vencore emphasizes that our high quality, high value services and solutions are at the core of our customers’ missions. 

Vencore has over 40 years of proven experience providing information solutions, engineering and analysis to the U.S. Intelligence Community, Department of Defense and Federal/Civilian Agencies. We support our customers’ missions by helping them solve their complex challenges while maintaining the highest level of integrity and accountability. 

Our people design, develop and deliver critical solutions as our customers’ trusted partner. Our innovations in cyber security, data analysis and technology, combined with our focus on research, ensure Vencore remains ahead of the ever changing demands in the market.

Vencore and its Applied Communication Sciences subsidiary employ 4,800 dedicated employees located throughout the Nation with a presence in 17 states and in select foreign countries. For more information on Vencore, please see our company overview data sheet.

Sr. Technical Contract Recruiter

United States Postal Service

Manage, develop and execute recruitment strategies in partnership with hiring managers to identify and cultivate a pipeline of top executive level candidates to fill positions across all business units within the US Postal Service.
Identify, recruit, and assess top senior, executive, and officer level talent for active and open positions across all business units within the Postal Service.
Responsible for developing long and short term recruitment strategies in order to attract and create an active applicant pool
Develop industry appropriate requirements for executive vacancies based on meeting with the hiring manager and external research to ensure candidates are best matched with the needs of the position.
Research, implement, and maintain leading edge, creative and cost effective sourcing tools and resources that improve applicant relationship development.
Develops candidate recommendations for hiring manager review and consideration.
Interview candidates during the final interviewing process to evaluate and provide recommendations to the hiring manager.
Network with potential candidates to build a rapport, turn passive into active candidates, maintain a viable talent pool and to engage them in the opportunity of working at the Postal Service.
Coordinate with and oversee the work of external recruitment agencies to recruit for officer level positions, ensuring agency personnel are informed of job content and requirements. 
Review proposals, develop statements of work, create task orders, verify invoices and monitor contract-related expenses.
Stay current with the Postal environment, industry changes and market trends related to the executive level talent pools.
Partner with leadership and talent management groups on the strategy and preparation for succession planning and current management needs.

Executive Sourcing Recruiter

BAE Systems

BAE Systems is the premier global defense and aerospace company, delivering a full range of products and services for air, land, and naval forces, as well as advanced electronics, information technology solutions, and customer support services. With 105,000 employees worldwide, BAE Systems had 2008 sales of $34.4 billion.

Information Solutions is among the 10 largest IT providers to the U.S. government, serving most of the federal defense and civilian marketplace. It provides network-centric command, control, computing, and intelligence (C3I) solutions; wideband networking radio systems; information systems for the U.S. intelligence community; geospatial information services; and information technology services. Leveraging its knowledge of signals and data derived from signals, Information Solutions has attained a market-leading position in advanced information technology research, intelligence analysis and production, and geospatial exploitation software.

People are the greatest asset in any Company ... 

BAE Systems is committed to a high performance culture and provides an environment that challenges our employees to be remarkable and obtain their full potential.

Sourcing Recruiter - Talent Acquisition

L-3 National Security Solutions

* Responsible for full life-cycle hiring supporting the Executive Office of the President (EOP) along with various IT and Cyber Security programs based around DC Metro and various parts of the globe.
* Experience working with Cleared Professionals supporting various agencies and Department of Defense contracts and programs. 
* Responsible for full life-cycle hiring supporting the Joint Special Operations Command (JSOC) Dagger II contract, recruiting Imagery and Geospatial Analysts for a large program based out of Ft. Bragg, NC
* Also Responsible for surge efforts in support of Intelligence personnel on OCONUS programs supporting USF-I, ISS-A, to include: Intelligence Analyst, SIGINT Specialist, Collection Managers, MEDEX/DOMEX Specialist, Counterintelligence Support Specialist, Strategic Debriefer,, Screeners, and Database Managers, SharePoint SME, and Information Management Specialist
* Assisted with recruiting efforts, on the ISS-A contract win resulting in 95% fill-ratio within 3 months.
* Assisted in proposal efforts for ISS-A, AFSOC, ITA/CND, and various other  programs and task orders.  
* Proactively networked with other companies and contacts for new program leads.

Sr. Recruiting Consultant

Lockheed Martin

*Maintain the full-cycle recruitment process and pipeline of an average of 300+ requisitions 
*Maintained the pipeline for Entry Level Professionals/Interns/ and Co-ops for the Missiles and Fire Control Business Unit of Lockheed Martin
*Interface with all levels of management, Human Resource Business Partners, and Business Unit Managers for the hiring process for 7 Lockheed Martin sites within Missiles and Fire Control
*Sourced candidates, set up, and facilitated large scale recruiting events for the Lockheed Martin’s Leadership Development Programs
*Created strategies with each manager to source and hire top talent from our corporate and key schools.
*Worked as a Kaizen Team Lead in an office restructuring project to cut down wasted time and increase team inclusiveness. 
*Lead the Talent Acquisition Facility Rebranding Team in facility operations
*Helped set best practices in the communication standards that are set within local team

Corporate Talent Acquisition Recruiter

Need to hire? We can help! - Headhunter - Managing Partner

🎯 Having a tough time hiring for your Government Contracting Executive Team or GovCon AI teams?  There are way more openings than there are people to fill.  The top level talent your team needs are not even looking at your jobs ads. 🎯
** CLICK BELOW TO SEE MORE **

We understand how competitive the market is for top talent and how your career as a leader is impacted by the ability to attract and retain top talent.  

My name is Benjamin Mena, and for 15 years, I've built Data Science and Cyber Security teams for global Top Secret National Security programs.

Finding and attracting top-level people for our commercial sector is mission-critical. I know how right hire at the right time is vital for your team's growth and success.

SERVICES FOR CLIENTS AND CANIDATES 
💥 Executive Retained Search (C-Level, VP, Director)
💥 Direct Hire Search
💥 Employer/Candidate Value Proposition Development

Myself and my team are ready to help you 

🎯 To book a no-obligation, 15-minute Client Strategy or Candidate Career Call: https://calendly.com/benjaminmena
🎯 Email: Benjamin@selectsourcesolutions.com 
🎯 Phone: 703-297-8574

The Elite Recruiter Podcast is the number one podcast for recruiting professionals.

This is where the top recruiters share: How they got there. What kind of work did it take. Tips, Tools, and Tricks. The Mindset needed to get them to where they are. What they are doing with their success. Goals and visions for the future. So please join me on this journey as I interview some of the best in our industry

https://pod.co/the-elite-recruiter-podcast

Ever wondered how a recruiter becomes the first call for top venture capitalists, and carves a niche no one else can touch?

That’s the story of Norman Volsky🎙️, The Pinnacle Society Member.

He didn’t just want to fill a role. He wanted to dominate his market—and did it by playing a different game.

Norman’s path wasn’t linear. He started as an intern, failed gloriously at his first “dream” job (spoiler: watching a lot of basketball tape does not make you happy), learned from every mentor and moment of rejection, and found himself at the crossroad every ambitious recruiter faces: stick to what everyone else is doing, or think bigger.
He chose bigger.

✅ He became the recruiter attached to billion-dollar IPOs, riding alongside the fastest-growing startups in healthcare tech. 

✅ He turned a handful of key placements into a snowball of reputation and referrals—eventually leading to investors asking him to sit at the table, not just as a recruiter, but as a deal-maker. 

✅ He turned his unique market knowledge into investment opportunities, assembling groups of powerful insiders to help rocket companies forward (and benefit together).

But here's the twist: Norman’s secret isn’t just hustle. It’s radical transparency, relentless curiosity, and ALWAYS asking: 

“How can I help you?”  Even when it doesn’t seem directly tied to his bottom line.

That’s how he became the market. 

That’s why the best VCs call him first.

If you want to hear how someone built a true niche monopoly—and went from recruiter to influential investor—this is your episode.

Links below to the Pinnacle Take Podcast: Why Top VCs Call This Recruiter First: The Power of Niche Mastery with Norman Volsky

What’s one move you made in your niche that changed everything?

Make sure to also check out the episodes that dropped last week with with the following Pinnacle Society Members:

Rich Rosen
Pree Sarkar
Rob Bowerman
Justis Pederson

Most recruiters would have quit.
Imagine going six straight months without making a single placement.

New industry. New desk. New pressure.

Every day, picking up the phone… and nothing landing.

That was Emily Audibert at the start of her recruiting career.

But instead of walking away, she doubled down.

Listened to every training tape she could get her hands on.

Made twice the dials.

Took every bit of feedback—even the uncomfortable stuff.

And she kept showing up.

Then something unexpected happened:
She stopped trying to sound like every “hard-charging, script-driven” recruiter in the bullpen…
 and started leaning into her way of doing the job.

A softer approach.
More curiosity.
More intuition.
Less pressure.
More trust.

And everything changed.

She went from struggling to survive…
to becoming a million-dollar biller, landing multiple RPO contracts, and building a thriving agency rooted in authenticity—not aggression.

Here are a few of my favorite takeaways from the conversation:
🔹 Your energy matters more than your script:   Once Emily stopped forcing a style that wasn’t hers, deals started moving.

🔹 RPOs are a game-changer:    She breaks down exactly how she sold them, structured them, and turned them into predictable revenue.

🔹 Mindset is the real differentiator.
 Visualization, consistency, and refusing to quit—even when it felt hopeless—became her superpower.

If you’ve ever felt stuck… or wondered if there’s a “right” way to be successful in this business… Emily’s story is the reminder that you can build a wildly successful career by being fully yourself.

This is one of the most inspiring episodes we’ve done.

Thank you Atlas - the Recruitment Platform and Recruiters Websites for sponsoring this episode! 

Make sure to also sign up for the Recruiter Sales and BD Summit kicking off in Jan 2026!

Ohh and make sure to join The Elite Recruiter Community!

Just imagine if college football coaches had to deal with non-competes like the rest of us.
Coach leaves one university for another?

Sorry, you’ll need to sit out for a year.

Can’t work for a rival school.

And please don’t you dare call your old players or staff.

Sounds absurd, right?

Yet that’s exactly what happens every day in the corporate world.

Talented people blocked from opportunities by restrictive contracts.

Even as the game keeps moving, they’re benched.

Maybe it’s time we treated all professionals with the same fairness and mobility we give our coaches on Saturday.

If someone has a good reason to leave...  

Let them leave.

Most recruiters don’t lose deals because of sourcing.

They lose them because of what happens after the first interview.

A lot of recruiters don’t want to hear that.

But Steve Finkel said something on this week’s episode that stopped me in my tracks:

“Your worth to the client isn’t at the beginning.

It’s at the end.”
And he’s right.

We obsess over AI tools, outreach hacks, Boolean strings…
But we don’t obsess over the skill that actually gets us paid:

Closing.
Follow-up.
Debriefing.
Moving a candidate from a first interview to a second.

That’s where recruiters win.
That’s where recruiters lose.
And that’s where most of us leave the most money on the table.

Steve broke down EXACTLY why offers fall apart, how to fix it, and how elite recruiters use closing to add 30–50% more billing without working more hours.

This episode punched me in the gut in the best way possible.
If you’ve ever lost a deal you should have landed… or wondered how some recruiters have “insane” consistency year after year…

You need this one.

Listen to Part 1: The Art of Closing with Steve Finkel

Thank you Atlas - the Recruitment Platform and Recruiters Websites for helping make this episode possible!

What ATS do you use?  Why Do you love it?


I have had an influx of people asking my thoughts, I think its because everyone is gearing up for an awesome 2026! 

But share what you are using to help other recruiters out there looking right now.

Recruiters!  Who are you thankful for this Thanksgiving?

Tag who and why! 

I have some of mine down below.

The 3 Most Registered Talks so far for the 2026 Recruiter Sales and BD Summit!


1. Clark Willcox - Mastering LinkedIn Inbound 
2. Jordan Shlosberg, CFA - AI Meets Business Development 
3. Rebekah Brown - Scaling Your Book of Business

You don't want to miss this summit kicking off Jan 26th! 

All the live sessions is FREE!  

Follow: Benjamin Mena
Listen to and subscribe to The Elite Recruiter Podcast

Traveling this weekend and need a podcast to listen to.   5 episodes dropped in the last 24 hours! 

Jared Watts - The Pro Athlete Mindset That Creates World-Class Recruiters on The Elite Recruiter Podcast

Rich Rosen - Record-Breaking Recruiting: How Rich Rosen Had His Best Month Ever (Mindset, Tech & Tactics for Crushing It in Any Market) - Pinnacle Take Podcast 

Rob Bowerman - Why Niching Down Makes Recruiters Elite: Lessons from Luxury & the Pinnacle Society - Pinnacle Take Podcast 

Pree Sarkar - From Survival to Seven Figures: The Step-by-Step Playbook to Building a Million Dollar Recruiting Desk - Pinnacle Take Podcast 

Justis Pederson - Breaking the Recruiting Plateau: How Justis Pederson Went from Burnout to $1.5M with Digital Transformation and Sobriety - Pinnacle Take Podcast 

Check them out! All the links are below.

Who you surround yourself with has a bigger impact than you realize. 

I signed up for a 10K without really training. 

I run.  But have not trained and most of my runs are with a stroller.  

So my expectations were low.  

Goal was to finish and see where I might be at.  

But as I got to the start line.  

I realized I was about 50 runners deep from a 40 minute pacer.  

I tried to get closer but it was to crowded. 

I thought.  If I could just hang on for a little bit it just might be a good run.  

After the gun went off.  It took me a good half mile to catch up with the pacer.   

I could feel the lactic acid already filling up my legs.  

But I had to catch him.  At least for a while.

But when I caught him.  I didn’t just catch him.  I caught the pack.   A pack of about 40 runners.  

Sitting in the pack the miles started to fly by. 

I was able to hang to the group for about 4.5 miles.

Ended up finishing with a 40:26.

If I didn’t catch up with the pacer.  I still would have had a respectable time.  

But because I surrounded myself with the pack of other runners.  

I did even better.   

But this is the same thing with recruiters.  

We are all running the race for ourselves.  

But if you get the chance to run with others. 

You can go faster and further than if you were alone.  

I really don’t talk about it as much as I should.  But it’s been awesome to see everyone running together in The Elite Recruiter Community that recently launched.  

Having access to every summit replay is cool.   

But finding running buddies.  Is even better.  

Excited where it’s going to go over the next year.  

And I can’t wait to look back in Dec of 2026 and realize how fast the pack of recruiters running. 

Was able to accomplish.   

If you want to join us.  Hit me up.

Confession: I didn’t run the LinkedIn gender experiment.
Rosie Taylor did.

She flipped her gender setting from “female” to “male” for a week.
Nothing else changed – same profile, same bio, same posting cadence.

Her “people reached” went up 220%. Profile views up 174%. Impressions up 195%.

Her top posts as “Rosie” were doing 11–13K views.
As “Rosie the man”? 21K and 52K views.

Same person. Same thoughts. New gender. Wildly different reach.

Fortune’s Emma Hinchliffe has already covered this, along with other women who saw their content take off the moment the platform read them as men.
LinkedIn’s line is that gender is not a ranking signal and the feed is driven by things like network, activity and role.

But here’s where my recruiter brain kicks in:

In recruiting, this hits differently.

There are a ton of women actually doing the work in this industry, yet when you scroll “recruiter” content on here, it’s still mostly men who get seen, shared, and treated as the voices of the profession.

If the system is learning from years of men posting more, engaging more with each other, and being overrepresented in “power user” buckets…
…then any ranking model trained on that history is going to treat male-coded behaviour as the default “signal” and everyone else as the edge case.

So when we say “the best content rises”, are we really measuring quality?
Or are we measuring who the machine has already decided looks like a “leader” because of past behaviour?

I don’t think the answer is “women need to be more confident on LinkedIn”.
I think the answer starts with questions like:
- Whose posts do you comment on without thinking?
- Whose content do you reshare?
- Who do you tag for opportunities and intros?

Because that’s the data the algorithm is drinking every day.

What do your last 30 comments say about whose voices you’re helping the algorithm learn to love?

I really don't think of myself as a Recruiting Influencer.   

I think of myself as a GovCon Headhunter that also has a recruiting podcast and I just share the stories with all of you.

The #4 on the Atlas - the Recruitment Platform list is because of all of you guys tuning into The Elite Recruiter Podcast!

So thank you!

Also thank you Jordan Shlosberg, CFA and Nikos Karamolegkos for having me on this list with so many amazing people in our space!

View company: Atlas - the Recruitment Platform

Big News: 🔥

The Atlas30 Recruitment Influencers list for October is OUT NOW, and it’s full of surprises.

Joel Lalgee is back on top! 👑
Hishem Azzouz drops to #2 - but not by much.
Greg Savage climbs into the top 3!
Benjamin Mena is up 2 spots to land at #4.
Carolyn Christie drops to #5 - will she bounce back?

Following the Atlas30 is like having 30 mentors in your feed.

Daily inspiration.

Full blog in the comments! 👇

Most recruiting firms don’t fail because they’re bad.
They fail because they run on chaos.

No systems.

No scorecards.

No real accountability.

Just pure “white-knuckle and pray the deal closes.”

Kelsey Boyd lived inside that chaos and she shared the story on The Elite Recruiter Podcast.

She walked into a recruiting firm with 32 different brands, outdated processes, triple-entry time sheets, and a business model that was basically held together by grit and duct tape.

Most people would have tapped out.

She rebuilt the entire thing.
→ Rebranded the company
 → Unified the tech stack
 → Implemented EOS
 → Built the operating system that carried the firm into real growth

Not because she was asked to.

But because she saw a way forward when everyone else saw “that’s just how we do things.”

In this week’s episode, Kelsey breaks down the exact operating frameworks that help recruiting firms escape chaos and finally scale:
• How to spot the bottlenecks killing your billings
 • Why most firms plateau at the same revenue point
 • How EOS actually works inside a staffing company
 • What “right people, right seats” really means
 • Why consistency > talent in this business

If your desk or agency feels chaotic…

If you’ve hit a ceiling you can’t break through…

Or if you’ve wondered why some firms scale and others stay stuck…
This episode is the blueprint.

This is the final episode of the 3-part EOS Series for Recruitment Firms.
Part 1: Jackie Kibler
Part 2: Derek Pittak

And Kelsey Boyd is wrapping up the series with Part 3.


Thank you Atlas - the Recruitment Platform for sponsoring this episode.

What does it really take to scale a recruiting firm to $300M and pull off a dream exit? 
Spoiler: It’s not just about clever tech or working weekends.

The episode is finnaly live with Jon Davis on The Elite Recruiter Podcast. 

Honestly, there’s zero fluff here, Jon gets REAL about all the messy pivoting, the strategies that actually moved the needle, and mistakes that almost derailed everything.

Here’s what really stuck with me:
- Why recurring revenue (contract staffing) is the difference between a “small biz” and a business that buyers chase
- The hard reality of letting go of what’s working to chase what’s possible
- How relationships still beat out every tool or hack, even now
- Practical steps for owners & solo recruiters to start thinking about legacy—and exit

And a bunch of battle stories you won’t hear anywhere else

If you own or run a desk at a recruiting firm—and you’re thinking about scaling, selling, or just future-proofing your book—this is mandatory listening.

🎧 Grab the episode below and thank you Atlas - the Recruitment Platform for sponsoring this episode.

670,000 to 750,000 federal employees are furloughed.
Another 730,000 are working without pay during this unprecedented government shutdown.

But what about the government contractors—the backbone of getting things done?

The media and politicians rarely talk about them. 

Too often, they are forgotten.

Earlier this year, GovCon Recruiting hosted a Job Hunting Summit to support both federal employees and government contractors impacted by DOGE, layoffs, and furloughs.

Here’s a quick preview of the sessions we offered—full replays are linked in the comments below.

If you know government contractors affected by the shutdown, please share this post with them.

Summit Highlights:

From Fed to Private Sector: Rebranding Yourself and Your Projects for Commercial Success with Kelli Hrivnak, Knak Digital

The Mindset Pivot: You Can’t Land a New Role With an Old Identity
Tony Martinez 

Next Mission: Translating Federal Experience into Private Sector Success
Junius Currier, Director of Talent Acquisition, Maximus

Optimize Your Resume and LinkedIn Profile
Marcelle Yeager, President, CareerValet

Recruiter Screenings Decoded: What to Expect and How to Stand Out
Stephanie Holman, M.Ed, Metrostar

Making The Pivot: Panel Discussion on Transitioning From Federal Sector to Corporate Benjamin Sheffield, Sarah Johnston, Anthony Roman, Clint Hawkins, and Ciara Nasuti

Resume Bootcamp
Alyssa Thomas, Managing Partner, Select Source Solutions

What’s Next?: How to Pivot with Purpose in the Federal Space
Tommy Weinert 

Thank you to GAMA-1 Technologies for helping set this up! 

Please check the comments for all session replay links!

Sharing these FREE resources can be a game-changer for someone impacted.

So make sure to repost and comment so people impacted can see it.

There’s a moment in this interview where Steve Finkel said something that hit me like a freight train:

“Recruiters don’t lose deals because they can’t find candidates.
 They lose them because they can’t CLOSE them.”

And he’s right.

AI can source.
Internal teams can source.
Junior recruiters can source.

But closing?

Real closing?

The kind that rewires fear, dissolves hesitation, and guides someone through one of the biggest career decisions of their life?

That’s rare.

That’s a craft.

And that’s the skill the best recruiters in the world have mastered.
In this new episode and in his new book Closing for Recruiters, Steve breaks down:
- The “College Professor Close”
- The Fear-of-Change Close
- Why major closes require combinations
- How to structure a closing call like a pro
- How to blend logic and emotion the right way
- Why top billers review every call like elite athletes
- And how these strategies increase billing 30–50%

This isn’t theory.

This is the real playbook used by the recruiters who consistently dominate their markets year after year.

If you’ve ever lost a deal you should have won…

or wondered why some recruiters just seem unstoppable…

This episode is the missing piece.

🎧 Part 2 is live. If Part 1 changed how you think, this one will change how you CLOSE.

 (Link in comments)

Thank you Atlas - the Recruitment Platform and Recruiters Websites for helping this episode possible!

July of 2024 I got to sit down for a podcast interview with Nicolas Greppo!

We talked through so many things about the ins and outs of recruiting.  

The French Market! 

Family.

And what really drives him.  

This week I got the opportunity to finally meet him in person and it was awesome! 

One of the coolest things about the podcast.  

It’s how it brings people together and the relationships it helps create!

Excited that he is going to be launching his own Data podcast soon!  ;) 

But it was finally to finally meet in person!!!

No alternative text description for this image

The difference between a $3M firm and a $300M firm isn’t luck.
 It’s the systems you build when no one’s watching.

Most recruiters never see what scaling really looks like behind the curtain.

They hear about big exits, valuations, roll-ups, and “multiples”…

…but nobody talks about the messy middle.

The years where the phone never stops.

The deals fall through.

The processes are duct-taped together.

And the only thing keeping the team moving is belief + sheer stubbornness.
That’s why my conversation with Jon Davis hit so hard on The Elite Recruiter Podcast.

Before he became a CEO of Signature Back Office Solutions, he was part of the leadership team that helped scale a staffing firm to over $300M — and kept every single employee through the acquisition.

No ego.

No shortcuts.

Just systems, service, and doing the unsexy work most recruiters avoid.

In this episode Jon breaks down:
🔥 Why contract revenue is the true engine of valuation
 (firms with 50%+ contract get wildly higher multiples)

🔥 How to launch a contract staffing division even if you're 100% direct-hire today

🔥 Why recurring revenue protects you in downturns, attracts buyers, and grows margins

🔥 The real M&A playbook: documentation, process, relationships, and team stability

🔥 What founders get wrong about scaling — and why “more recruiters” isn’t the answer

🔥 How EOR/back office partners let you scale lean without blowing up margins

(Shoutout to Atlas - the Recruitment Platform for sponsoring this awesome episode) 

But my favorite part?

Jon’s perspective that any recruiter — not just the big firms — can build a business worth acquiring if they commit to systems, consistency, and relationships that can’t be automated.

No hype.

No “secret hack.”

Just the truth from someone who’s lived it.

If you run a desk, a team, or a staffing firm (or dream of starting one)…
 this is the episode you’ll replay twice.

🎙️ Listen to the full episode links below and make sure to sign up to see him talk at the Sales and Business Development Summit kicking off Jan 2026. 

What’s one system YOU wish you’d built earlier in your recruiting career?

You have to figure out what works for you.  This was a great episode with Emily Audibert

Open article: From 6 Months with No Placements to Million-Dollar Biller: Emily Audibert’s Feminine Energy, RPO Strategy & Mindset Shift by The Elite Recruiter Podcast • 12 min read

From 6 Months with No Placements to Million-Dollar Biller: Emily Audibert’s Feminine Energy, RPO Strategy & Mindset Shift

All hustle and no systems is a recipe for burnout, not a business.
Derek Pittak has helped fix that at 40 Recruiting Firms!

LinkedIn

li_at

JSESSIONID

David Perry

Perry-Martel International Inc.

CEOs and Business Owners - I salute you.

In today's competitive landscape, the success of your company hinges on the quality of your executive talent. As you may know, finding the best executive period is crucial to achieving long-term success. However, the best executives aren't typically looking for work, making it difficult to find and attract top-tier talent.

At Perry-Martel, we understand the challenges that businesses face in recruiting top executives. We know that executive talent is scarce, and competition for these individuals is fierce. But we also know that companies with exceptional executive talent significantly outperform their competitors. Therefore, effective recruiting has become a core factor in building a competitive advantage.

Our totally unique Inside-Out Approach™ is designed to help organizations successfully address this recruiting challenge. We take a unique approach that turns recruiting into a competitive advantage generator, helping you to attract and retain the best executive talent available. 

We have a proven track record of success in executive search and headhunting, with experience in placing executives in a range of roles, from Chief Executive Officers to Directors of Sales. With our extensive network and deep industry knowledge, we're able to identify the best executive talent available, even if they're not actively looking for a job.

The Inside-Out Approach™ is highly effective and tailored to each client's unique needs. We work closely with you to develop a comprehensive understanding of your organization, culture, and strategic objectives, allowing us to identify candidates who are a perfect fit.  (https://bit.ly/2O1Ttb4 )

Don't wait until your competition snaps up the best talent. Contact us today at 613.236.6995 x114 to speak with our team and learn more about how we can help you gain a competitive advantage through effective recruiting.

CEO and Managing Partner

Dear Hiring Executive:

Are you ready to take your organization to the next level? Are you looking to find the right leadership talent that can move your team to a place where they can realize their full potential? If so, then you've come to the right place.

At Perry-Martel, we understand the challenges and complexity of an executive search. We know that a successful leadership search is much more than just a renewal or reorganization. It requires a balance of talent strategy, updated structures, and refreshed corporate culture to truly achieve success.

As experts in executive search consulting, we have the knowledge and expertise to help guide you through the process. Our approach is grounded in our proprietary Inside-Out Approach™, which has been detailed in two best-selling books on recruiting and executive search.

We specialize in three major markets: Technology/IT, Construction & Engineering, and Commercial Real Estate. But even if your challenge falls outside these areas, we're ready to help. As The Wall Street Journal nicknamed me, the "Rogue Recruiter," we're known for delivering on the impossible.

Our track record speaks for itself, with over 1600 successful projects and countless satisfied clients. 

Our results include:
- a CEO who achieved 3X sales for a 5X exit, 
- a CMO who re-positioned a firm for 10X growth to mid-10 figures, 
- a President who achieved 32% EBIDA on 3X growth in a new market, and 
- a Vice President of Sales who achieved over 497% in sales in the first 15 months and a CAGR of over 30% for 5 years.

We have 25 case studies available for your review, which showcase the success that we've achieved for our clients: https://bit.ly/2AlR1Fr 

So, if you're ready to take the next step and achieve your organization's full potential, then we're here to help. Let us guide you on the journey to success and show you the way. Download our Inside-Out Approach™ to learn more, and contact us today to discuss your needs @ 613.236.6995 x114

Executive Recruiter - Managing Partner, C-Suite Recruitment

Entrepreneurial Leader:

Are you a startup or SMB leader in the technology sector looking for top-tier executive talent to lead your sales, marketing, or product management teams? If so, then you've come to the right place.

We specialize in executive recruiting for the technology sector, with a focus on startups and SMBs. Our expertise in sales, marketing, and product management allows us to identify and attract the best executive talent available.

Our founder wrote the first book for job hunters in the high tech industry, titled 'Career Guide for the High Tech Professional, where the jobs are now and how to find them.' With this knowledge and experience, we know where to find the best talent and how to help candidates navigate the job market successfully.

We've worked with a range of clients, from startups to Fortune 500 companies, and have a track record of success. Our case studies, including our work as a Search Committee Chair and Sponsor in Construction and our placement of a Vice President Sales in a fintech startup, showcase our ability to deliver results for our clients.

Our approach is grounded in the Wallet Allocation Rule, which ensures that we focus on identifying and attracting executive talent that is aligned with your organizational values and goals. We understand that hiring the right executive talent is critical to the success of your organization and are committed to delivering exceptional results.

So, if you're looking for top-tier executive talent to lead your technology startup or SMB, then look no further. Contact us today to learn how we can help you find the right talent and achieve success.

Executive Recruiter - Advanced Technology

Headhunter for computing, software, telecommunications, and Internet clients as well as for the information systems function. Within hardware and electronics, segments include both hardware and electronics clients with products including PCs, workstations, networking hardware, peripherals, chips, hardware components and mainframes. Software segments include systems and applications software, multimedia products and systems integration.

Telecommunications Headhunter segments include regulated and non-regulated, wireless, cellular, OTCs and PTTs, satellite, video, fiber optics, voice-messaging, data communications, and network management.

Within the information systems function, we headhunt for a range of positions, including CIOs and VPs of Systems Development for multinational companies as well as for smaller, start-up organizations.

We conduct senior-level Internet recruiting assignments worldwide, with a focus on headhunting in electronic commerce, content, infrastructure and services.
- Chief Executive Officer
- President
- Chief Financial Officer 
- Vice President, Business Development
- Vice President, Engineering 
- Vice President, Product Development. 
- Vice President, Sales & Marketing. 
- Vice President, Sales for a premier Internet data center.

Hardware and Electronics Headhunting
- President - Japan 
- Vice President and General Manager Semiconductor for a leader in chip design
- Vice President - Systems Architecture 

Software Headhunting
- President
- Executive Vice President, Sales & Marketing 
- Vice President, Engineering

Each year, Perry-Martel International serves a wide range of clients in the telecommunications industry, including network operators and carriers; service providers, including network integration, network outsourcing, value-added networks, and interactive video.

Executive Headhunter - mid to senior level sales, marketing & engineering professionals

Headhunted the full spectrum of executive, management and technical positions across the engineering and construction landscape.  Projects completed in Canada, United States, England and China.  

Real Estate & Construction Highlights:
Recruiter - O.M.E.R.S. Realty - Chief Financial Officer 
Recruiter - Ellis-Don - Vice President Public Relations and Marketing
Recruiter - Citicom/DevCon - 30 roles in Ottawa and Toronto
Recruiter - Canderel - property management roles in Ottawa, Toronto and Montreal
Recruiter - O&Y - CanaryWarf
Recruiter - Leo Alarie & Sons, mine superintendent, Chief Estimator

Executive Recruiter - Engineering, Sales and Construction Headhunter

MyNewJobHunt.com

MyNewJobHunt is the first online Job Transition Platform written to help job hunters connect with employers in a whole new way. We are blazing new trails in career management, for individuals and the organizations they work with, by focusing on our mission of connecting people to work they love.

Co-Founder

Guerrilla Job Search

Co-author of the Guerrilla Marketing for Job Hunters series of books with Jay Conrad Levinson.  Chief creative responsible for the Guerrilla Job Search Boot Camp, Put America Back to Work and MyNewJobHunt.com

Founder and Chief Creative Officer

ConsulPro - executive recruiting headhunting agency

Opened new executive search markets for the firm in real estate & construction, as well as property management.  Headhunted for projects in Toronto, Montreal, Ottawa, Vancouver, New York, London England, Beijing China, and Paris France. Rookie of the year in '86.  Closed $758K in billings year two as the Top Headhunter/Executive Search Consultant in the company.

Specific projects focused on:  Chief Financial Officer, Chief Operations Officer Headhunter, Chief Construction Officer, Project Manger, Vice President  of Leasing

Vice President Sales - Headhunter - Executive Recruiter/Search Professional

Harrington Personnel

Opened the executive search and recruiting division of this temporary help agency.

Executive Recruiter

Consumers Distributing

Promoted 5 times in 3 years.  Managed 5 different stores over that period with annual revenues ranging from $2.1M to 5.7M.  Had 30%-256% increase in sales depending on the location.  Reduced shrink from $450K to $13.00 in my last posting.  Won 28 district and 3 national sales contests.  Hired 451 people.  Fired 2.

Manager & District Troubleshooter

► WHAT I DO: I help CONSTRUCTION, REAL ESTATE and TECHNOLOGY companies recruit high-performance leaders who drive growth—WITHOUT the guesswork, misalignment, or costly misfires that often hinder other firms.

► HOW I DO IT: At Perry-Martel International, we use the 'Inside-Out Approach':  A blend of strategic insight, comprehensive candidate evaluation, and innovative recruitment strategies, focusing on cultural fit and long-term impact to find leaders who will make a real difference in your organization. 

► WHY IT WORKS:  I bring 38 years of expertise, a track record of more than 1,600 successful hires, and a  wealth of industry-specific knowledge & commitment to excellence which ensures our clients meet and exceed their hiring objectives. Our process doesn't stop at filling positions; we help build dynamic, growth-oriented cultures.
________________________________________

SERVICES I PROVIDE:
•	Executive Search: Construction, Real Estate, and Advanced Technology
•	Consulting on Talent Acquisition Strategies
•	Leadership Assessment & Advisory
•	Keynote Speaking
________________________________________

WHERE YOU'VE SEEN ME: 
💡 Co-author of "Guerrilla Marketing for Job Hunters 3.0"
💡 Author of "Executive Recruiting for Dummies" and "Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition" NEW: “Revolutions Need Leaders”
________________________________________
TYPES OF BUSINESSES: 
I've personally helped organizations and individuals in: 
⭐ Construction firms
⭐ Real estate development companies
⭐ Technology leaders and innovators
⭐ Start-ups looking for high-impact talent
⭐ Established enterprises aiming to elevate leadership
________________________________________

WHAT OTHERS SAY:
🗣 "David Perry is a world-class executive recruiter. He is a brilliant man, dedicated to his profession and to the success of his clients. He understands leadership and he is able to use this understanding to separate the wheat from the chaff." - Ron Weins
________________________________________

READY TO TALK?
Connect with me here on LinkedIn!
☎ Like to find out more? Book a virtual coffee at a time that works for you here: https://bit.ly/4hMpCwf 
📮 Or you can reach me at Dperry@perrymartel (.) com
________________________________________

#ExecutiveRecruitment #TalentAcquisition #LeadershipHiring #C-SuiteSearch #ConstructionIndustry #RealEstateLeadership #TechRecruitment #HiringExcellence

Stop “Job Searching.” 

Start Selling the Product Called You.

Most job hunters still act like supplicants.

They polish a résumé, lob it into an ATS, cross their fingers and wait. When nothing happens, they assume they are the problem.

They’re not. The problem is the playbook.

If you want to win in this market, you have to stop thinking like an applicant and start thinking like a product in a sales and marketing campaign. 

You are the product. Employers are the customers. The job search is the go-to-market strategy. 

That means:
-Defining your “features” — your skills, track record, and domain expertise.
-Translating those into “benefits” — the specific problems you solve and value you create.
-Identifying the right customer segments — the employers who actually need what you bring.
-Crafting messages and outreach that position you as a solution, not another CV in the pile.

When you make this shift, the entire dynamic changes. You’re no longer standing in line hoping to be picked. You’re deliberately putting an offer in front of people who have a reason to care.

If your job search feels like a grind right now, it’s probably because you’re still playing by rules that stopped working a decade ago.

👉 Want to see how this works in practice?
 
Watch the video “The Job Search Isn’t What You Think – 5 Unconventional Strategies That Actually Work” here:

Open article: The Job Search Isn’t What You Think: 5 Unconventional Strategies That Actually Work by mynewjobhunt.com

The Job Search Isn’t What You Think: 5 Unconventional Strategies That Actually Work

Why the Best Jobs Never Hit the Job Boards

Here’s the dirty little secret of hiring: by the time a job hits LinkedIn or Indeed, you’re already late to the party.

The majority of job seekers live in “post-and-pray” mode — endlessly scrolling job boards and lobbing out applications to whatever’s advertised. 

That’s the most crowded lane you can choose. MyNewJobHunt

The smarter move? Build your private job market:
-Create a Top 20 list. Identify 20 employers you’d love to work for — whether they’re hiring or not.
-Research their pains. What growth, change, or mess are they dealing with that your experience can help fix?
-Start the conversation early. Reach out before there’s a posting, as a problem-solver, not a job beggar.
-Nurture the relationship. Share insights, ask smart questions, stay on their radar as the person who “gets it.”

This is how you tap the hidden job market — the roles that are being quietly shaped, budgeted, and discussed long before HR ever writes a posting. It’s also how you eliminate 90% of your competition. MyNewJobHunt

Instead of asking, “Where are the jobs?” ask, “Which 20 employers would benefit most from what I do — and how do I get on their short list before the job exists?”

👉 If you’re ready to get off the job-board hamster wheel, watch the video that breaks down this strategy (and four more unconventional ones) step by step:

To all the Canadian startups and entrepreneurs who were disappointed FTS (Flow-through Shares) were not extended to tech in the 2025 Federal Budget.  Take heart, change is here.  Read this.

CEO at Decile Group, Chairman at Founder Institute, Funding Emerging VC Managers Worldwide

Decile Fund Finder is now live! 

We're solving the #1 emerging VC problem: access.

For years, the best emerging fund managers were invisible to the investors who would back them.

Managers with brilliant theses, strong deal flow, proven track records, stuck burning months trying to reach the right capital through warm introductions and conference hallway conversations.

Meanwhile, investors who wanted to back the next generation of top performers had no way to find them.

The inefficiency was massive.

Today, that changes.

Decile Fund Finder: Browse emerging VC funds with complete transparency.

Filter by geography, fund size, stage focus, investment thesis, and portfolio companies. See real investments. Research actual track records. No warm intros needed.

Meet the 6 vetted funds live now: 

Galit Flasterstein - Danta Fund | Disruptive Latin American ag tech scaling to U.S./developed markets

Michael Saloio - Begin Ventures | Design-led operators with deep network access before traditional pipelines emerge

Varun Turlapati - Chaanakya Capital | Neuro-focused medtech leveraging 20X track record

Anna, Ivo, Elaine - Chief in Tech | Women-led technical teams building next-gen AI and software companies

Jorden Woods & Radhika Iyengar - StarChain Ventures | Data intelligence and decentralized tech for breakthrough enterprise solutions

Ryan Else - Roadster Capital | North American deep tech modernizing industrial base through automation, security, sustainability

Over the next two days, we're profiling each fund with their complete thesis, competitive edge, portfolio companies, and founding story.
This is proof of concept.

If this works, we open the floodgates to hundreds of emerging managers. More visibility. More capital flowing to the best investors most people have never heard of.

For emerging managers: Your visibility problem just got solved.

For LPs: Stop waiting for introductions. Start discovering managers before everyone else does.

Invest in the future you believe in: https://lnkd.in/gMZExS8T

Which fund thesis resonates most with your investment focus?

Every industrial revolution rewired how value gets made: 4.0 rewires thinking-so selection and integration must change of companies stall.

View newsletter: Revolutions Need Leaders

Most companies meet a new era with old logic. They install shiny tools, keep the same managers, and wonder why momentum stalls. Revolutions Need Leade

Open article: Revolutions Need Leaders — What This Is, Why It Matters, What You’ll Get by David Perry • 1 min read

Revolutions Need Leaders — What This Is, Why It Matters, What You’ll Get

The way Glenview runs the business is the way you build homes — with heart, teamwork, and a clear focus on the customer. That alignment is exactly why you keep hitting these milestones. Excited to see what 2026 looks like for a team that truly builds with purpose.

Last week, our Glenview Homes team came together for our 2025 Year-End and 2026 Kick-Off Townhall, a chance to reflect, reconnect, and look ahead.

We took time to review a year marked by meaningful milestones across our communities, construction sites, sales centres, and office teams. It was an opportunity to recognize the work happening behind the scenes every day and to align on the priorities that will guide us into the year ahead.

With new initiatives, renewed focus, and a shared commitment to delivering thoughtful homes and communities, 2026 is set to be a defining year for Glenview.

Here’s to continuing to build with purpose, together.

Milan Topolovec TEP, BA, CLU, CHS, RCIS, CFP

Short answer: they install new tech into old logic. In the 2nd Industrial Revolution, factories added electric motors but kept steam-era layouts; the 

Open article: Why Do Most Companies Miss the First 40–50 Years of a Revolution? by David Perry • 2 min read

Why Do Most Companies Miss the First 40–50 Years of a Revolution?

Hurrah. 

Just-in-time intel from a guy who’s been in the HR trenches so long he practically laid the mines.  

I’m talking about John Sumser.

Most “HR futurists” discovered AI about five minutes ago. John’s been pulling the hood off HR tech, analytics, and AI systems for decades – and writing about what actually works while everyone else is still polishing their buzzwords.

John's platform, HRExaminer, is one of the very few places where you get:
-Real analysis, not vendor fairy tales
-Clear thinking on AI, algorithms, and risk
-A working BS-detector for whatever your HR stack is selling you this quarter
John’s the guy who asks the nasty-but-necessary questions:
-What is this tool really doing to your people?
-What are you training your algorithms to value – performance or politics?
-Where does this go sideways when the lawyers, regulators, or employees show up?

I’ve been a fan of John’s work for about 30 years because he does what almost nobody in this space has the guts to do:
-He names the hype.
-He traces the consequences. And he keeps reminding us that people, not platforms, are the real value creators.

If you run HR, own a P&L, or get paid to put the right leaders in the right seats, you cannot afford to fly blind on AI and HR tech. Your competitors won’t lose because they picked the “wrong software.” They’ll lose because they didn’t understand what their software was quietly optimizing for until it was too late.

So here’s my ask – and it’s a blunt one:
👉 Go subscribe to HRExaminer. https://lnkd.in/entrWftc
👉 Follow John Sumser here on LinkedIn.

If you want pretty stories, follow a vendor.
 If you want to see around corners in HR tech and AI, follow John.

Researching the HRTechnosphere. Product Marketing, Industry Landscapes, Big Ideas, Deep Conversation, Connections between Compensation and Everything else

Couldn’t we all be a bit more like this!

Most companies hit every industrial revolution 40–50 years late. They buy the new tech, keep the old thinking, and call it “transformation.” This news

Open article: Revolutions Need Leaders: Newsletter Description by David Perry • 1 min read

Revolutions Need Leaders: Newsletter Description

Come support small businesses and help our economy grow!

Open article: Ethereal Nights Co. on Instagram: "Ready. Set. GO! #themommarket" by instagram.com

Ethereal Nights Co. on Instagram: "Ready. Set. GO! #themommarket"

Three “Uncomfortable” Moves That Dramatically Change Your Job Search

If your job search feels safe, it’s probably not very effective.

Here are three advanced moves that feel uncomfortable at first — but they’re exactly what separate serious contenders from the herd.

1. Walk into the interview with a T-Graph.
On one side of the page: the employer’s specific needs. On the other: your matching achievements, metrics, and proof points. You’re turning the interview into a working session about their problems, not your biography. MyNewJobHunt

2. Negotiate responsibilities before salary.
Most candidates wait for the offer, then argue over the number. The smarter play is to shape the scope of the role first — more responsibility, bigger mandate, clearer impact. The deeper the responsibilities, the easier it is to justify a higher comp number. You’re negotiating the value you’ll create, not just the price. MyNewJobHunt

3. Follow up after a rejection.
Everyone ghosts themselves after a “no.” Pros do the opposite: they politely ask for feedback, demonstrate maturity, and leave a strong impression. -Sometimes that feedback call turns into a second look… and a different outcome. At worst, you learn. At best, you get back in the game. 

None of these are magic tricks. They’re just the behaviors of people who see themselves as peers and problem-solvers, not supplicants.

👉 Want to see how to put all five unconventional strategies together?
 Take 15 minutes and watch the video here:

taplio

The Battle

Benjamin Mena

David Perry

Followers

Posts

Engagements

Likes

Performance ScoreBenjamin Mena's LinkedIn Performance

Performance ScoreDavid Perry's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Benjamin Mena

David Perry

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Benjamin Mena's LinkedIn Performance

Performance ScoreDavid Perry's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreBenjamin Mena's LinkedIn Performance