Joel Brody

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

Executive Level Recruiter

You want the salary of a C-suite — with the mindset of a coordinator.

You told me:

  “I’m looking for 300K+.”

Then you:

• Complained about having too many meetings
• Said, “I prefer to be told what to prioritize”
• Asked about vacation policy before KPIs

That’s not executive behavior.

That’s entitlement.

You want the title?
Show up like someone who builds the ship — not someone waiting for the deck chair assignment.

Leadership isn’t about compensation.
It’s about capacity.

Stop asking for the top seat if you’re not willing to take the wheel.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Moshe Turned Down the Bigger Offer

We were down to two offers.
Moshe had one from my client, and another from a bigger competitor with more money and perks.

He took the smaller one.

When I asked why, he said:
“I’m not chasing the best package. I’m chasing the place where I can make the biggest impact.”

Within a year, he’d rebuilt the sales structure, opened two new territories, and doubled revenue.

The competitor? Still looking for the right person.

Lesson: Strong leaders choose impact over comfort — and it pays off for everyone.

—

I help companies attract leaders who care about building something that lasts.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Inflation Is Real. So Is Accountability.

Yes, inflation is squeezing everyone.
Yes, costs are higher.

But here’s the mistake I see:

Candidates using inflation as a reason to ask for more money —
without showing more value.

Inflation doesn’t make you worth more.
Your impact does.

The market is ruthless about this now.
Companies are asking tougher questions:

• How have you grown revenue?
• How have you lowered costs?
• What proof do you bring that you’ll pay for yourself in the first year?

If you can’t answer that, the number you’re asking for doesn’t matter.

—

I help companies cut through inflated asks and hire people who prove their worth.

This market doesn’t reward excuses.
It rewards execution.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Isn’t “Tough.” It’s Different.

Everyone says hiring is hard.
But I see companies making offers every week.

The difference?
They’re not hiring the same way they did in 2019.

They want people who:
• Automate with AI instead of adding headcount
• Think in terms of leverage, not hours
• Bring fresh, modern skills that outsmart the team they’re joining

The market hasn’t stopped.
It’s just reset.

—

And if you haven’t reset with it, you’ve already fallen behind.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

It’s Not a “Tough Market.” It’s a Reset.

Everyone’s saying how hard the job market is.
It’s not.

It’s just different.

Before Covid:
Salaries matched skills.
Experience mattered.
Hiring was disciplined.

During Covid:
Money flowed.
Demand spiked.
People got jobs (and paychecks) they never would’ve landed otherwise.

Now?
We’re back to discipline.
Back to proof of impact.
Back to “show me what you’ve built, not just what you’ve titled yourself.”

That’s not a bad thing.
It’s a reset.

And the ones who can’t handle it?
They never belonged in those roles to begin with.

—

I recruit for long-term value, not short-term hype.
If you want leaders who outlast the cycles — that’s my lane.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Time. They Pay for Value.

Too many candidates still think:
“I’ve been here X years, so I deserve Y salary.”

Wrong.

Companies don’t buy years.
They buy results.

• Can you increase revenue?
• Can you cut costs?
• Can you outthink the competition?
• Can you take pressure off the founder?

That’s the currency that pays.
Not tenure.
Not titles.
Not years served.

In this market, the only question that matters is:

“What’s the measurable value you bring on Day 1?”

—

That’s what I help founders identify.
Not who’s the loudest.
But who makes the biggest difference.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

This makes my blood boil.

A candidate reached out this week — frustrated, embarrassed, and honestly, let down.

Here’s what happened:

A recruiter sent her to an interview with:
❌ No job title
❌ No job description
❌ No salary range
❌ No prep call

Just a calendar invite with a time and address.

When she asked about pay, the recruiter told her:
“Just ask for whatever you think is fair.”

That’s not recruiting. That’s negligence.

And it got worse.

The employer didn’t even know who he was meeting.
No context.
No background.
Just awkward silence until the candidate — my candidate — had to sell herself and rebuild trust that the recruiter should’ve built before she walked in.

The result?
She’s so good she turned it around and got the offer anyway.

But let’s be clear:
That doesn’t make the process okay.

It makes the recruiter look lazy.
It makes the company look sloppy.
And it makes candidates lose faith in the entire industry.

Recruiting isn’t:
🚫 Throwing resumes at open chairs
🚫 Sending unprepared people into rooms
🚫 Hoping someone sticks

Recruiting is:
✔ Respecting the candidate’s time
✔ Preparing both sides for success
✔ Protecting the reputation of the client

This industry has enough bad actors.
If you call yourself a recruiter, act like one.

Because when you cut corners, everybody loses.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The $250K Struggle No One Talks About

I spoke to a VP making $250K.

And he’s broke.

Not because of the market.
Because of choices.
Private schools.
Luxury cars.
A mortgage too big for his income.

Now he wants $350K+ — not because he’s worth it.
Because he can’t cover his lifestyle.

Here’s the reality:
Companies don’t pay for your lifestyle.
They pay for your value.

But here’s the controversy:
If a candidate is talented enough, should companies care about their personal situation?

Be honest — would you ever pay above market because you “felt bad” about someone’s life situation?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Has Changed. Candidates Need to Catch Up.

For years, people coasted.
Salaries went up.
Opportunities fell into laps.
Recruiters chased them.

That world is gone.

Today, companies aren’t hiring for potential.
They’re hiring for proven results.
For people with direct, related experience who can add value immediately.

This isn’t unfair.
It’s reality.

Founders can’t afford 6-month learning curves.
They need leaders who can step in, own the role, and outperform the team around them.

That’s the reset.
Not fewer jobs.
Not impossible standards.
Just higher expectations.

—

I help companies find those leaders.
The ones who don’t just fill the seat — they raise the bar for everyone else.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Fire the Rockstar?

Every leader faces this dilemma:
What do you do with a toxic top performer?

They hit targets.
They close deals.
They deliver results no one else can.

But they also:
Destroy culture.
Drive good people away.
Make the room colder every time they walk in.

Here’s the truth:
One “rockstar” can cost you ten quiet performers who make the team actually work.

🔥 Numbers aren’t worth it if trust is broken.

So here’s the real question:
Do you fire the superstar to protect culture?
Or let culture die slowly in exchange for results?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Ever hire a star… only to watch them check out within months?

Great interview. Smooth onboarding.
❌ Then gone.

Not because the hire was weak.
But because the environment was.

People don’t quit jobs.
They quit cultures that:
➟ Glorify burnout as “growth”
➟ Preach values but ignore integrity
➟ Demand loyalty at the expense of health

The fix isn’t pizza Fridays or gym stipends.
It’s leadership.

Leaders who…

❌ Don’t confuse obedience with trust
✅ Do create space for honest pushback

❌ Don’t reward sacrifice as proof of loyalty
✅ Do respect boundaries and model balance

❌ Don’t pretend to have every answer
✅ Do ask questions that open the room

Perks don’t keep talent.
Trust and culture do.

🔥 So before you blame “talent shortages,” ask yourself:
What is it about your leadership that makes people disengage?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I once worked with a company that was thriving.
Tight-knit team. Clear values. Energy you could feel when you walked in.

Then they made one bad hire.

On paper? Brilliant.
In practice? Toxic.
Dismissive in meetings. Cutting corners. Making “me” matter more than “we.”

It only took a few weeks for the atmosphere to shift.
The energy drained.
The team stopped speaking up.
People who used to love their work started quietly checking out.

That’s how fast culture can change.

Because when you hire, you’re not just adding skills.
You’re adding someone’s habits.
Their values.
Their definition of what “good work” looks like.

The wrong hire weakens a culture in weeks.
The right one strengthens it for years.

Skills can be taught.
Culture is contagious.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Hiring always tells the truth.

Not the job description.
Not the mission statement.
Not the “we value our people” line on your website.

Your behavior is the truth.

I see it all the time:
Leaders say, “We want top talent.”
But then they lowball offers.
Or drag out interviews for months.
Or treat candidates like they’re disposable.

And then they wonder why the best people walk away.

Here’s the reality:
If you believe people are worth investing in, you’ll prove it.
If you believe everyone is replaceable, your actions will show it.

And candidates? They always notice.

So before you complain about “talent shortages,” ask yourself:
What story is your hiring process actually telling?

Because you don’t attract what you say you want.
You attract what you believe.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Decision-making used to drain me.
I’d overthink every move.
Circle the same options for weeks.
Talk to five experts, read ten articles — and still feel stuck.

My inner loop sounded like this:
→ “What if I fail?”
→ “What if it’s the wrong call?”
→ “What will people think?”

But after years of watching leaders, founders, and candidates wrestle with the same thing, I realized something simple:

Clarity doesn’t come before action. It comes from it.
You don’t think your way into certainty. You act your way into it.

Here’s what’s helped me (and the best leaders I know) decide faster and lead with confidence:

1️⃣ Default to movement.
You’ll never think your way into momentum — you have to move.

2️⃣ Cut the options.
Too much choice kills clarity. Limit the noise, focus on progress.

3️⃣ Set decision deadlines.
Small → 30 seconds.
Medium → 30 minutes.
Big → 30 hours.
Done is better than delayed.

4️⃣ Count to five and move.
When instinct hits, act before fear starts negotiating.

5️⃣ Follow the 70% rule.
Waiting for 100% certainty is waiting forever.

Overthinking is disguised fear.
But action? That’s leadership in motion.

Because once you take the first step, the path always starts to appear.

🔥 Question for you:
Are you chasing perfect decisions — or making progress?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Post Inspired by Cristina Grancea
—
 𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
 𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
 𝐂𝐨𝐧𝐧𝐞𝐜𝐭

A founder once told me:
“We need to move faster. Candidates are slipping away.”

I asked him to walk me through the role.

Ten minutes in, it was obvious:
The job wasn’t clear.
The process wasn’t clear.
Even the decision-makers weren’t clear.

And that’s why the search was dragging.
Not because of speed.
Because of ambiguity.

Here’s the truth:
When the role is defined… candidates lean in.
When the process is explained… they stay engaged.
When the decision criteria are clear… offers don’t stall.

That’s when hiring moves fast.

The fix isn’t to push harder.
It’s to get sharper.

Clarity beats speed. Every time.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Certified Life Coach Institute

As a Certified Coach and Transformative Speaker, I specialize in empowering individuals and organizations to unlock their full potential. With a proven track record of inspiring change and facilitating personal and professional growth, I combine insightful coaching techniques with dynamic speaking engagements to deliver impactful messages.

Certified Coach

Balance of Nature

As a Senior Customer Support Specialist at Balance of Nature Fruits & Veggies supplements, I handle 50-80 inbound and outbound calls daily, providing exceptional service and resolving complex shipping issues. My expertise includes maintaining excellent communication with customers, ensuring their concerns are addressed promptly and effectively. I am adept at multitasking, often typing detailed notes and solutions as I interact with customers, ensuring no detail is missed. Additionally, I play a crucial role in training new customer support agents, equipping them with the skills needed to excel in our fast-paced environment. Working closely with my team, I track and analyze customer concerns to continuously improve our service quality and enhance customer satisfaction.

Senior Customer Support

Growth Partners

As the Director of Operations at Growth Partners, I spearheaded initiatives to enhance the performance of social enterprises and non-profit organizations, enabling them to amplify their impact and social good. My role involved strategically overseeing operational activities, ensuring that these organizations could scale their efforts effectively and sustainably. I was committed to fostering partnerships and optimizing processes that increased efficiency and facilitated innovation within the social sector. My leadership not only drove significant improvements in operational effectiveness but also supported these entities in achieving their missions more dynamically and with greater reach.

Director of Operations

Ghanaian American Journal

- Oversee day-to-day operations.
- Design strategy and set goals for growth.
- Maintain budgets and optimize expenses.
- Set policies and processes.
- Ensure employees work productively and develop professionally.
- Oversee recruitment and training of new employees.

Manager

Fabrimetal

Overall role is to communicate organizational needs, oversee employees' performance, provide guidance, support, identify development needs, and manage the reciprocal relationship between staff and the organization so that each is successful.

General Supervisor

Mr Biggs Restaurant

Provides advice and may oversee standardization of recipes, menu preparation, portion, cost and waste control. Maintains records and provides data for planning and control of operating budgets. Orders food and non-food supplies, checks deliveries and maintains inventory records.

Supervisor/Manager

As a seasoned professional with roles including Customer Support Team Lead, Quality Control Specialist, Customer Success Specialist, Certified Coach, Transformative Speaker, Director of Communication, and Virtual Assistant, I prioritize outstanding communication and meaningful interactions with both team members and clients.

I seek a work environment that fosters creativity, innovation, and encourages experimentation with new ideas. Balancing a fulfilling career with my role as a devoted father to a wonderful daughter is paramount for me. 

I am eager to engage with employers who recognize and value the contributions and create conditions that support working parents. 

Send me a message, and let’s talk about it

If you're interested in making your organization a more inclusive space for women and parents, I'd love to start a conversation and explore possibilities.

Nwankwo Prince

Be the first to reserve your seat. 

Years ago, I never thought people would listen to me. 

But knowledge changed my path.

I see many young people ask themselves 

how can they reach big goals and succeed. 

My advice is, start with knowledge. 

Knowledge gives direction and confidence to act.

I invite you to join me and a team of seasoned speakers 

to renew your vision and leave with clear steps.

Seats are limited. 

Reserve your slot today.

https://lnkd.in/dFBVbhfA

Joshua Nkemena
Mike Durnin, DMin.
Jane Njogu
Coach Prince

Coach  Prince 

November to Remember

I just concluded my virtual event November to Remember.

This session marked real growth for our cohort. 

Together we:

Explored the power of learning new things

Saw how consistency begins with who you are

Learned how to learn, laugh and live with intention

More than 25 participants joined and engaged fully.

Watch for details on the next edition.

Big love. ❤️ 

Mike Durnin, DMin.
Jane Njogu

taplio

The Battle

Joel Brody

Nwankwo Prince

Followers

Posts

Engagements

Likes

Performance ScoreJoel Brody's LinkedIn Performance

Performance ScoreNwankwo Prince's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Joel Brody

Nwankwo Prince

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);}Joel Brody's LinkedIn Performance

Performance ScoreNwankwo Prince's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJoel Brody's LinkedIn Performance