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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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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?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Post Inspired by Cristina Grancea
—
 𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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 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?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Pavle Lucic

Senior UI/UX Designer @ Toptal | Prototyping, Branding, UI Development

I am a Senior UI/UX Designer at Toptal, a network of the world's top 3% of software engineering, design, and finance talent. With over 10 years of experience in the design industry, I have a proven track record of creating visually engaging and user-friendly interfaces for in-car navigation systems, SaaS apps, and marketing websites.

My background in business and economics gives me a unique perspective on how to design UX and UI that are not only aesthetically pleasing, but also functional, efficient, and user-friendly. I am passionate about solving complex problems, collaborating with diverse teams, and learning new skills. I am also Adwords Search Certified, which demonstrates my ability to optimize the online presence and performance of my clients. My goal is to help tech companies increase their revenue by improving the user experience of their products.

Senior UI/UX Desiger

I once told a junior designer:

“You are better than me.”

She froze.
Then shook her head.

But I meant it.

Her instincts fast.
Her ideas were fresh.
Her courage fearless.

We spend so much time chasing recognition that we forget how powerful respect can be.

Better designers don’t diminish you.
They define what’s next for you.

When you respect greatness without envy, you create room for your own.

Respect over recognition. Always.

P.S. Who’s one designer you quietly respect more than anyone else? Tag them.

Senior UI/UX Product Designer | UX Strategy | Figma

A lead designer once told me, “We don’t have time for UX research.”

I said, “Then you’ll make time for rework.”

Because that’s the tradeoff.

If you skip qualitative research, your next sprint will be filled with fixes.
If you skip quantitative research, your next decision will be based on vibes.

I’ve seen this mistakes with every single design team I’ve worked with. 

Zero exceptions. 
Myself included.

Here’s the cycle that works:

Qualitative → Design → Quantitative → Refine.
Talk → Build → Measure → Repeat.

Let me explain:

Qualitative research makes people care.
Quantitative research makes people act.

Together? They make decisions make sense

Through numbers, you measure behavior.
Through stories, you understand it.

My process allows me to:

1. Design with confidence, not assumptions
2. Balance empathy with research evidence
3. Build products users actually want

Every great product you admire was built this way.

Skip a step and you’ll build twice.

(Repost ♻️ if this hits home.)

P.S. Which step do you usually skip first talking or testing?

If I could go back 10 years…

I wouldn’t change the tools I used.
I wouldn’t change my niche.
I wouldn’t change my style.

Instead?

I’d only change one thing.
I’d start designing badly… sooner.

Because every “ugly” design, every failed concept, every 3-hour layout that still looked wrong…all of it built the instinct I have now.

That instinct?
It’s why I can deliver a clean result in 20 minutes today.

The minutes are visible.
The decade is invisible.

And that’s the part that matters most.

Stop trying to be perfect.
Start trying to build your years.

Because once your decade is strong…
your 20-minute magic becomes inevitable.

(Repost if you wish you started earlier ♻️)

P.S. What’s the earliest design software you ever used?

You might want to save this one.

It shows how to create a paper-like effect on any corner and any shape.

And no you don’t need plugins, 3D tools, or magic.
Just 2 layers, gradients, and a little patience.

I’ve been sharing Figma tricks for years.
But this one… this one’s special.

Because it feels real.

Save it.
Practice it.
Use it often.

Because this fold effect turns flat designs into felt designs.

Repost to help other designers ♻️

Paper like design effect

Every designer eventually realizes this:

You don’t need more tools.
You don’t need more plugins.
You don’t need more fancy software.

You need a better eye.

And your eye is shaped by principles of design.
Not by features.

Once I understood that, everything changed:

• My work finally had rhythm
• Spacing started to make sense
• Visual decisions became intentional
• Layouts stopped feeling “accidental”

And suddenly… my work looked cleaner without adding anything new

The day I stopped chasing trends and started studying why designs work…
Was the day my growth finally clicked.

Your career changes the moment you stop decorating
and start designing with principles.

P.S. Did you have a moment when design suddenly started making sense?

My son’s first steps → felt like seconds.
His first day at kindergarten → felt like minutes.
His first “I love you dad” → felt like forever.

Time plays favorites like that.

The first years of parenthood?
They vanish fast.

I used to spend 10 hours a day chasing goals.

Now, I spend one hour chasing giggles and somehow, it feels more productive.

Career milestones come and go.
Childhood doesn’t.

And the truth is…

We’re not losing time.
We’re living it in small, beautiful doses ❤️.

P.S. What’s one small moment you’d relive if you could?

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The Battle

Joel Brody

Pavle Lucic

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Performance ScoreJoel Brody's LinkedIn Performance

Performance ScorePavle Lucic's LinkedIn Performance

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taplio

The Battle

Joel Brody

Pavle Lucic

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 ScorePavle Lucic's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJoel Brody's LinkedIn Performance