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!!!

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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!

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JSESSIONID

DotConnect

Full cycle, cross functional hiring. Flexible, embedded recruiting, and talent advisory. Seamlessly integrating into your organization as an extension of your internal team (if you have one) or acting as your internal team, if you don’t have one.

I lead a strategically small team that helps scale your company at any stage of the journey. 

Recent Embedded Clients:
💻 Groq - https://www.groq.com- Series D/AI inference technology (Strategic hiring)

Other engagements: BrightInsight, Kargo, Minoan, Earth Species Project, AlterCall, Boatsetter, TikTok, Otter.ai, Culture Amp, Hired, Alto Pharmacy, Elemy, Spring Health, Beautycounter, Cruise, Instacart, KeepTruckin, Snapchat, Zendesk, Samsung, Acorns, Mission Lane, Qualcomm, Samsung NEXT, NFL, Vizio

- Acting Head of Talent and Chief of Staff with clients
- Personally made thousands of hires at various levels from interns to executives 
- Developed and rolled out structured interview training programs for client teams for technical and non technical audiences 
- Track record of designing and implementing successful and creative TA programs for client organizations, including top of funnel strategies like events, marketing etc
- Proven ability to build strong relationships and to influence and motivate people to desired outcomes
- Recognized by Comparably as “Best CEO”, “Best CEO for Women”, “Best Company for Career Growth”, “Best Company Outlook”, “Best Company for Work Life Balance”

Founder & RecruiterPlus 😊

AlterCall

Leader

Dose of Dom Coaching + Mentorship

Leadership coaching, talent acquisition strategy and consulting.

Leadership Mentor + Investor + Advisor

SORCE

- SORCE is a holistic ecosystem that revitalizes the energy of individuals, teams, and organizations. Our flagship product, the SORCE Platform, features the SORCE App and Real-Time Dashboards, which utilize proprietary biometric-driven AI to sense and respond to the energetic needs of people.
- Collaborative advisory role focused on growth, strategic partnerships, and curriculum development. 
- Also, responsible for driving brand awareness through thought leadership, media, public speaking, and events.

Investor + Advisor + Founding Partner

Hampton

Hampton is a highly vetted membership community for entrepreneurs, founders and CEOs. Hampton members run the fastest growing startups in the world, across a wide array of industries.
Some are bootstrapped, others venture-backed. But all our members seek belonging, support, and connection with a selective group of their peers.

Member

Global Talent Exec • I build teams, companies, and cultures • Leadership Coach • Founder • Performance Mentor • Speaker • Investor

As a seasoned talent acquisition leader with 20+ years of experience, I’ve dedicated my career to building world-class teams, fostering vibrant cultures, and supporting organizational growth. I’ve had the privilege of partnering with hundreds of companies—resulting in thousands of successful hires across diverse industries—while always keeping people and purpose at the forefront.

I’m the Founder of DotConnect, a strategically small, embedded recruiting firm honored on the Inc. 5000 list in both 2022 and 2023 and surpassing eight figures in revenue through mostly referral-based relationships. Some people call me a RecruiterPlus, but as a two-time Inc. 5000 CEO, I draw on conscious leadership principles to help organizations scale while nurturing their internal dynamics. My journey began in corporate recruiting and evolved into consulting, where I formed long-term partnerships that continue to shape my holistic approach to talent acquisition and culture-building.

Beyond DotConnect, I’ve launched Dose of Dom, a consultancy that merges corporate expertise with mindful leadership to unlock human potential. I’m also the author of Now Here: A Journey from Toxic Boss to Conscious Connector, which chronicles my shift from traditional management styles to a more authentic, heart-led approach. When I’m not working, I’m at home in Central New Jersey, enjoying time with my family and seeking out new experiences that fuel my personal and professional growth.

Let’s connect to explore how I can help you build high-performing teams and implement conscious leadership practices. DM me to see how I might help you find your next opportunity or hire top talent for your organization!

Dom Farnan

🔸 There’s always a moment in every leadership journey where you realize:
𝗬𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝗿𝗲𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘀𝗻’𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝘁𝗵𝗲 𝗼𝗻𝗲 𝘁𝗼 𝘁𝗿𝘂𝘀𝘁.

That moment when someone drops the ball.
𝘖𝘳 𝘴𝘦𝘯𝘥𝘴 𝘢𝘯 𝘦𝘮𝘢𝘪𝘭 𝘵𝘩𝘢𝘵 𝘴𝘵𝘪𝘯𝘨𝘴.
Or gives feedback that catches you off guard.

𝗬𝗼𝘂 𝗰𝗮𝗻:
- Fire back
- Take it personally
- Assume the worst

𝗢𝗿 𝘆𝗼𝘂 𝗰𝗮𝗻:
- Pause
- Zoom out
- Ask, “What’s really going on here?”

𝗧𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗿𝗲𝗮𝗰𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗿𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴 𝗶𝘀 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗺𝗮𝘁𝘂𝗿𝗶𝘁𝘆.
And trust me, it takes practice.

➡️ 𝗥𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗲𝗮𝗻 𝗯𝗲𝗶𝗻𝗴 𝘀𝗼𝗳𝘁.
It means choosing clarity over chaos, intent over impulse.

Some of the best leadership decisions I’ve made came after sleeping on it, taking a walk, or calling a mentor to unpack it.

It’s not weakness. It’s wisdom 🙏 

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗮𝗿𝗲𝗮 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂’𝘃𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝘁𝗼 𝗽𝗮𝘂𝘀𝗲 𝗯𝗲𝗳𝗼𝗿𝗲 𝗿𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴?

Global Talent Leader • Recruiter+ • I build teams, companies, and cultures • Founder • Author

𝗧𝗵𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗸𝗶𝗰𝗸𝗼𝗳𝗳 𝘀𝗼𝘂𝗻𝗱𝗲𝗱 𝗹𝗶𝗸𝗲 𝗮 𝗯𝗿𝗮𝗶𝗻𝘀𝘁𝗼𝗿𝗺.

“𝘞𝘦 𝘸𝘢𝘯𝘵 𝘢𝘯 𝘢𝘵𝘩𝘭𝘦𝘵𝘦.”
“𝘚𝘦𝘯𝘪𝘰𝘳 𝘣𝘶𝘵 𝘴𝘤𝘳𝘢𝘱𝘱𝘺.”
“𝘚𝘦𝘷𝘦𝘯 𝘺𝘦𝘢𝘳𝘴 𝘸𝘰𝘶𝘭𝘥 𝘣𝘦 𝘪𝘥𝘦𝘢𝘭. 𝘞𝘦 𝘤𝘢𝘯 𝘵𝘳𝘢𝘪𝘯 𝘵𝘩𝘦 𝘳𝘦𝘴𝘵.”

𝗜 𝗮𝘀𝗸𝗲𝗱 𝘁𝗵𝗲𝗺 𝘁𝗼 𝗽𝗮𝘂𝘀𝗲 𝗮𝗻𝗱 𝘄𝗿𝗶𝘁𝗲 𝗼𝗻𝗲 𝘀𝗲𝗻𝘁𝗲𝗻𝗰𝗲:
👉 𝘞𝘩𝘢𝘵 𝘪𝘴 𝘵𝘩𝘦 𝘮𝘪𝘴𝘴𝘪𝘰𝘯 𝘰𝘧 𝘵𝘩𝘪𝘴 𝘳𝘰𝘭𝘦?

𝗧𝗵𝗲𝗻:
➡️ 3 key outcomes, what success looks like at:
🔸 90 days
🔸 6 months
🔸 1 year


𝗔𝗻𝗱 𝗳𝗶𝗻𝗮𝗹𝗹𝘆:
🧠 The competencies required to make those outcomes possible. 

𝗦𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗰𝗹𝗶𝗰𝗸𝗲𝗱.

💡 The noise fell away.
💡 The job got smaller and clearer.
💡 The “nice-to-haves” went into a parking lot.
💡 The must-haves fit on a single-page brief we shared with every interviewer and every candidate.

𝗪𝗲 𝗿𝗲𝗯𝘂𝗶𝗹𝘁 𝘁𝗵𝗲 𝗲𝗻𝘁𝗶𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗹𝗼𝗼𝗽:

✅ Fewer people
✅ Same core questions
✅ Simple scorecard tied to the outcomes
✅ Quick pre-brief so everyone knew their lane
✅ Tight debrief to avoid losing signals in opinions

🎯 Candidates felt the difference.
The conversations got real.

𝗢𝗻𝗲 𝗳𝗶𝗻𝗮𝗹𝗶𝘀𝘁 𝗹𝗼𝗼𝗸𝗲𝗱 𝗮𝘁 𝗢𝘂𝘁𝗰𝗼𝗺𝗲 #𝟮 𝗮𝗻𝗱 𝘀𝗮𝗶𝗱:
“𝘐 𝘤𝘢𝘯 𝘨𝘦𝘵 𝘺𝘰𝘶 𝘵𝘩𝘦𝘳𝘦 𝘪𝘯 𝟨𝟢 𝘥𝘢𝘺𝘴 𝘢𝘯𝘥 𝘩𝘦𝘳𝘦’𝘴 𝘸𝘩𝘦𝘳𝘦 𝘐’𝘷𝘦 𝘥𝘰𝘯𝘦 𝘪𝘵 𝘣𝘦𝘧𝘰𝘳𝘦 𝘢𝘯𝘥 𝘩𝘰𝘸 𝘐 𝘸𝘪𝘭𝘭 𝘥𝘰 𝘪𝘵 𝘩𝘦𝘳𝘦.”

➡️ 𝗧𝗵𝗲𝗻 𝗵𝗲 𝘄𝗮𝗹𝗸𝗲𝗱 𝘂𝘀 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗵𝗼𝘄.

3 weeks later, the offer was signed.
It didn’t feel rushed.
It felt like alignment.

✨ 𝗦𝗶𝘁𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗶𝘁, 𝗜 𝗿𝗲𝗮𝗹𝗶𝘇𝗲𝗱 𝗜 𝘂𝘀𝗲𝗱 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸 𝘀𝗽𝗲𝗲𝗱 𝘄𝗮𝘀 𝘃𝗼𝗹𝘂𝗺𝗲.

𝘔𝘰𝘳𝘦 𝘴𝘰𝘶𝘳𝘤𝘪𝘯𝘨. 𝘔𝘰𝘳𝘦 𝘴𝘤𝘳𝘦𝘦𝘯𝘴. 𝘔𝘰𝘳𝘦 𝘱𝘢𝘯𝘦𝘭𝘴.

𝗕𝘂𝘁 𝗻𝗼𝘄 𝗜 𝗸𝗻𝗼𝘄:
➡️ Speed is clarity.

When everyone sees the same target, decisions get easier and the bar stays high.

𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗾𝘂𝗮𝗿𝘁𝗲𝗿, 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝟯 𝘁𝗵𝗶𝗻𝗴𝘀:

📌 Mission
📌 Outcomes
📌 Competencies

Put them in a one-pager.
Share it with your interviewers and your candidates.
𝗧𝗵𝗲𝗻 𝘄𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗻𝗼𝗶𝘀𝗲 𝗱𝗿𝗼𝗽, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗿𝘀𝗼𝗻 𝗰𝗼𝗺𝗲 𝗶𝗻𝘁𝗼 𝗳𝗼𝗰𝘂𝘀.

📌 20 years of recruiting stories 

Most recruiters would’ve posted the job and prayed.

But early in my career, when Nestlé asked me to find PhD grads for a very specific operations program, I knew that wouldn’t cut it.

𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗜 𝗱𝗶𝗱 𝗶𝗻𝘀𝘁𝗲𝗮𝗱:

🔎 Researched the schools producing this exact talent
📩 Reached out to professors and asked for their best students
🍽️ Hosted a private dinner with executives and 15 handpicked candidates

That dinner turned into hires.

↪️ Recruiting isn’t just about filling a pipeline, it’s about designing an experience that attracts the right people.

You can treat recruiting like a transaction, or you can treat it like architecture.

𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝘀 𝗮𝗿𝘁 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻.

If you were the candidate, which approach would you rather experience, a job posting or a private dinner?

🔹I had a conversation recently about what happens when someone leaves a company after many years.

They go from being “the person who knows how everything works” to “the new person”, no relational capital, no shortcuts to credibility. Everything resets.

And how someone handles that reset says a lot about them.

Tenure isn’t a bad thing, it can show loyalty, depth, and commitment, but tenure alone doesn’t signal talent. 

➡️ Growth does. 

I’m always curious how people who’ve stayed in one place for a long time keep learning, stretching, and staying fresh.

When they finally make a move, it often signals something powerful: they’re ready for more.

More learning. More challenge. More of that “beginner’s mind” energy again.

When you walk into a new company, trust is your currency.

And you earn it by delivering a quality work product that you’re proud of, one that speaks for itself.

Each time you deliver, follow through, or take ownership, you make a deposit in your trust bank.

When things go wrong (and they always will), you’ll need to make a withdrawal.

If you’ve built enough trust, the relationship doesn’t break.

The people who thrive in that first 90–180 days are the ones who ask more questions than they answer. 

They seek to understand before assuming. 

They don’t say, “Well, at my last company…”,  
they listen for what this one needs.

And when I meet candidates ready to make a change after a long run somewhere else, I look for intrinsic motivation. 

Are they running toward something, growth, impact, learning, or just away from something?

↪️ That’s the difference between chasing a job and stepping into your next chapter.

𝗪𝗲 𝗮𝗹𝗹 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲 “𝘆𝗲𝘀” 𝘀𝗽𝗶𝗿𝗮𝗹.
It starts as service and ends up as a weight.

The reset is not complex.
→ Keep the work that is uniquely yours.
→ Invite strong people to carry the rest.

𝗧𝗵𝗶𝘀 𝘄𝗲𝗲𝗸, 𝗺𝗮𝗸𝗲 𝗼𝗻𝗲 𝘁𝗿𝗮𝗱𝗲:
one task down, one person up, one hour back.
Pay attention to the lift you feel. 

What can you start with this week?

The "yes" spiral

𝗗𝗼𝗻’𝘁 𝗹𝗼𝘄𝗲𝗿 𝘁𝗵𝗲 𝗯𝗮𝗿 👀 
Aim it at the right target.

Pedigree is nice, but proof is what builds great teams.
➡️ Get clear on the outcomes.
➡️ Ask for real examples, not polished narratives.

When you call people in with respect, not ego, not intimidation, they rise.
Your pipeline gets stronger.
Your culture gets smarter.

And you hire people who actually thrive in the reality of the work, not the idea of it.

👉 𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝘄𝗮𝘆 𝘆𝗼𝘂’𝘃𝗲 𝗿𝗮𝗶𝘀𝗲𝗱 𝘁𝗵𝗲 𝗯𝗮𝗿 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿?

20 years of recruiting stories pt 3

𝗟𝗲𝘁’𝘀 𝗿𝗲𝘁𝗶𝗿𝗲 𝘁𝗵𝗲 𝗶𝗱𝗲𝗮 𝘁𝗵𝗮𝘁 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗵𝗮𝘀 𝘁𝗼 “𝗺𝗮𝗸𝗲 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝘀𝗲𝗻𝘀𝗲.” 

The most interesting people I’ve worked with didn’t follow a straight line.

They followed curiosity.
They explored.
They layered skills.
They pivoted, sometimes dramatically.

And guess what? That didn’t make them scattered.

It made them adaptable, creative, and resourceful, which are arguably the most valuable career traits today.

✨ 𝗪𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝘁𝗼𝗽 𝘀𝗲𝗲𝗶𝗻𝗴 𝗮 “𝗻𝗼𝗻𝗹𝗶𝗻𝗲𝗮𝗿” 𝗽𝗮𝘁𝗵 𝗮𝘀 𝗮 𝗹𝗶𝗮𝗯𝗶𝗹𝗶𝘁𝘆.

A career portfolio can include:

- Your 9–5
- A coaching certification
- A podcast you started
- Freelance gigs
- A tech bootcamp
- Volunteering in your community
- Learning a new AI tool for fun

You don’t have to shrink your story to fit into one neat headline.

You’re allowed to be more than one thing.
You’re allowed to shift.
You’re allowed to explore.
You’re allowed to say, “this isn’t the thing, but it’s part of the thing I’m building.”

If you’re building a career that reflects the fullness of who you are, not just your resume, I want to hear about it.👇

𝗗𝗿𝗼𝗽 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝘁𝗵𝗮𝘁 𝗺𝗶𝗴𝗵𝘁 𝗻𝗼𝘁 𝗺𝗮𝗸𝗲 𝘀𝗲𝗻𝘀𝗲 𝗼𝗻 𝗽𝗮𝗽𝗲𝗿… 𝗯𝘂𝘁 𝗺𝗲𝗮𝗻𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝘆𝗼𝘂.

🟣 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗲𝗰𝗶𝗱𝗲 𝘄𝗵𝗶𝗰𝗵 𝘁𝗮𝘀𝗸𝘀 𝘁𝗼 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗲? 𝗛𝗲𝗿𝗲’𝘀 𝗺𝘆 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵:

→ When a decision is clear and low-stakes, I delegate it.
→ When it’s big or unclear, I slow down and think it through.

𝗕𝗲𝗳𝗼𝗿𝗲 𝗱𝗲𝗰𝗶𝗱𝗶𝗻𝗴, 𝗜 𝗮𝘀𝗸 𝟯 𝘁𝗵𝗶𝗻𝗴𝘀:

➡️ Does it make sense for the business?
➡️ Is it what’s best for the company I’m working with?
➡️ Is it worth the time or energy?

This has saved me from two opposite mistakes: over-owning small things and rushing big ones.

→ If it’s small and clear, someone else should run it.
→ If it’s big or fuzzy, take a breath and align on the goal first.

𝗜𝘁’𝘀 𝗻𝗼𝘁 𝗮𝗯𝗼𝘂𝘁 𝗱𝗼𝗶𝗻𝗴 𝗹𝗲𝘀𝘀. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗱𝗼𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀.

What’s one decision on your plate this week you could run through this rubric?

taplio

The Battle

Benjamin Mena

Dom Farnan

Followers

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Performance ScoreBenjamin Mena's LinkedIn Performance

Performance ScoreDom Farnan's LinkedIn Performance

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Benjamin Mena

Dom Farnan

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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 ScoreDom Farnan's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreBenjamin Mena's LinkedIn Performance