Hire In Reverse

In a transforming global landscape, traditional hiring methods are inadequate.

The key to success lies in valuing and understanding people, nurturing a cohesive team culture, and adopting comprehensive, transparent interview practices that prioritize human attributes alongside skills. 

This shift is imperative to attract, retain, and satisfy modern candidates, as ignoring these human factors leads to inefficiencies, dissatisfaction, and mistrust, ultimately requiring a new strategic approach to hiring. 

Hire In Reverse offers solutions that encompass targeted candidate searches and proactive pipeline development, addressing the evolving demands of effective team building.

Contact: jonathan@hireinreverse.com

Hiring Strategist | Founder | Technical Leadership Recruiter - Software Industry

Stealth

Work with founders to assemble initial team following seed funding.  Project Complete.

Fractional Head of Talent

Investment Portfolio

Assembled a small group of investors to purchase, renovate and remarket houses during high growth period in Austin, Texas

Diversion – Rehab and Renovation 

Confidential (In stealth mode)

Co-Founder

Staff at Will - Search Consultancy

- Provided onsite and off site contract and retained recruiting services.
- Served in a variety of capacities within high-growth VC funded start-ups; staffing manager, outbound sourcing recruiter, high-volume recruiter
- Worked closely with hiring managers to define open roles, advertise, screen, interview and manage cycle through onboarding
- Saved hiring managers untold hours by providing key resources for time-sensitive hires
-Staffing experience at all levels from entry to c-staff, all departments; spanning industries, languages and international locals; Asia, Europe

Contract Technical Recruiter | Staffing Manager

Misc 

Technical Recruiter

US Army

Network Installation & Support & Administration

11 WORDS
I help leaders find the hiring equivalent to product-market-fit.

GAME CHANGED
Remember when hiring was annoying, but doable?  Post, slog, wrong fits, frustration. Need more pipe, throw money at it.

Things are changing.  Workforce is different.  Old ways don’t work. Impossibly, hiring seems even more competitive.

Deep down, we’re not even sure our good hires are ok, ‘cause many just don’t make.

It's not the pipeline, nor your interview technique. It's how you THINK about hiring, people and culture.

It's easy to mindlessly slip into treating people more like hardware. But, selecting based on skills alone is destroying our culture, and leaving us with skilled people who don’t fit. 

THE NEW STRATEGY
Hire the right people by giving them meaningful work, learning, growth and impact.  It requires less friction; and creates a team culture that fosters strong bonds, based on trust and respect.

Reality: HR initiatives that fabricate respect and pretend to be unbiased, have the opposite effect.

Don't see it? It's ok. They do. It's your blind spot.

The problem is hiring process that fails to attract, and can’t dependably assess fit.

This feeling of disrespect causes good candidates to opt-out early, even some despite the fact they need a job.  

RULES DON’T DEFY LOGIC
Don’t think a list of skills will attract today’s workforce. And unlike in the past, they won’t stay if the role’s not a fit. 

The key is to understand the human factors at play.

And interview candidates from a from a full 360° vantagepoint. 

LEVERAGE HUMAN NATURE

There’s little chance of getting good results with incomplete data.  

Hiring that builds successful teams requires “two” not “one” well informed decision.

Interviews that aren’t transparent, intentionally withholding details because I think I can “sell them” into the job, is a recipe for recruiting-caused-problems. 

Strategy backfire!

It’s time to consider what ‘you’re not saying’, is communicating.  Because see it or not, the message is clear! 


CONSULTANCY -- NOT AGENCY
Dedicated Search - is done-for-you, full slate of ‘qualified’ candidates and assessment optimization.

Personal Pipeline Alchemy - is a top secret, done-with-you, service where we position you to hire-at-will for future positions with a pre-built passive pipeline. [It’s not what you think, it’s better.]

MY EXPERIENCE
- Top agency recruiter; support hyper growth startups
- Built numerous VC startups, as insider; variety TA roles 
- 26 years helping software leaders build cohesive teams

512-560-6337

Jonathan<at>hireinreverse.com

Jonathan Schultz

New Relic

Senior Engineering Manager, Streaming SRE

The Zebra

I've added the infrastructure engineering team and duties to my scope, including the functions related to the cloud platform, service pipelines, network, access control, security and compliance.

I inherited a platform backlog and had the challenge of balancing priorities across competing stakeholders within a bare bones platform team. I've worked on creating a strategic vision for the team, to pave the way for team growth and scalability.
- Building team dynamics, working agreement, focused responsibilities, and value proposition to the organization
- Refreshing the Disaster Recovery plan 
- Ran interference for Emergency Response and network defense against malicious attacks
- Facilitated project to upgrade Postgres databases
- Clearing the path for engineers to focus on their pain with initiatives to make their tomorrow better than today

The technical stack in this role includes AWS, Datadog, PagerDuty, Cloudflare, Sentry, Terraform, Gitlab.

Senior Manager of Infrastructure & SRE

I brought my previous successes in building an SRE program to The Zebra. Over a decade in software development operations has enforced my beliefs in the Google SRE principles. Starting with a small, newly formed team, we focused on implementing the foundation of site reliability practices. 

I created a roadmap to focus on observability, SLOs, incident response practices and resiliency. I designed the SRE function: vision, incident response training/docs, team growth strategy, career framework. 
- We established service level objectives on system endpoints with error budgets and are building a user impact framework. 
- We reduced developer toil with incident response automation and improved alert noise reduction and improved on-call life with mantra “Every alert has an action”. 
- We developed a service maturity rubric to guide development teams on operational best practices and pave the way for the founding of Reliability Team ownership. 
- We kicked off a long-term strategy for Resiliency Testing to be proactive, SLO based, automated and built-in through chaos engineering with Gremlin. 

Aside from my service to the SRE function, I enthusiastically drive initiatives around Engineering Culture - Agile transformation activities, virtual and in-office engagement events for teams and engineering management workstreams.

Senior Manager of Site Reliability Engineering

Willis Towers Watson

I had a vision of creating a new Site Reliability Engineering team with the mission to support Willis Towers Watson HR Software products in reliability, availability, performance and scalability. I was given the opportunity to make that vision a reality and now the team provides full scale monitoring systems, powerful diagnostics, emergency support and insightful product analysis. We brought stability into systems by defining Service Level Objectives with appropriate SLI, SLO and SLA. We used various monitoring methods for real user monitoring, user simulation, job processing, error detection and database monitoring to detect potential system problems and alert on-call response teams using the PagerDuty notification system. Business programs now have insights into their application health and scalability that help them analyze risk and prioritize reliability appropriately.

Director - Site Reliability Engineering

I was selected to be the strategic leader of the Global Technical Support Team, charged with increasing the scope of development operations and production support with minimal increase in resources. Daily responsibilities included debugging and mitigating application and system problems, acting as the primary technical escalation contact for production issues, liaison between development and delivery teams, and providing vision and leadership for improving operational methods within a development support team of 20-25 team members. 

The Global Technical Support Team put me into countless "fire drills" where I had to react quickly and decisively to restore services. These experiences fueled my passion for sustainable production support methods, balance between fulfilling client needs with reusable and automated solutions, and prevention over reaction.

Director - Global Technical Support

I worked with the software delivery teams for Towers Watson’s talent and rewards products providing development operational support, custom code development, bug resolution and deployment management for SaaS applications. I also acted as the Atlassian JIRA Administrator: conducting JIRA upgrades and administration for application development groups.

I received special recognition for acting as the sole architect and engineer by solving business needs and implementing a new installation of JIRA Service Desk to serve as the organization's client software support issue management tool.

Product Release Engineer

Tyler Technologies

I started my software career with the customer support team for a local government document and content management software: a Java based application, installed on Apache Tomcat on client-managed hardware. My persistent troubleshooting techniques helped me become a SME very quickly and I was asked to lead the team after one year. While I never stopped investigating issues, as Lead I learned the fundamentals of software support services: defining SLA's, using data-driven metrics to guide team behaviors and managing client escalations. 
Because Tyler's development group was a smaller business, I got the opportunity to conduct many aspects of delivering software. I used my influence to advocate for customers and support the vision of product development. I produced user documentation, conducted virtual and in-person trainings and hosted user conferences. I performed all of the product's release management – change and configuration management, Tomcat and application installation, beta testing, and client coordination. The experience with release management fueled my passion for automation and what I eventually came to know as DevOps.

Product Support Manager

I coordinated all communications operations for a Military Police company in peacetime and through a combat deployment.

Signal Support Specialist

As a seasoned software professional with a background in debugging and deploying applications, I've worked at the intersection of product development and IT operations, leading to my passion for observability and reliability. 

Now, as a Senior Engineering Leader at New Relic, I'm building a platform team that drives self-serve capabilities for teams to manage their own reliability, increasing developer productivity and enabling scalability from consistency. Our mission is to empower developers through toolchains, workflows, and education, promoting best practices and golden paths. 

We are making it easy for the development teams creating services to do reliability right.

taplio

The Battle

Jonathan Schultz

Deborah Martinez

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