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

Integriti People Solutions, Austin People Works, ExtendMyTeam, FLASH Parking, FlowBelow

Experienced technical/software engineering senior recruiter, providing contract recruiting and sourcing for several clients across the US. 

Recent industry verticals/recruiting projects include:
•	Industries/Verticals:
o	Electric Vehicle
o	Financial Software
o	Life Insurance Software
o	Electric Utility Software/Consulting
o	Broadband/Video Software
o	Electric Power Generation + Distribution Consulting
o	Cybersecurity Software 

•	Recruiting Project/Sample Roles
o	Amazon Web Services (AWS) Architect
o	Data Science, Data Engineer and Data Warehouse 
o	Senior Full-Stack Software Engineer (C#/.NET/MVC/SQL/Mongo/REST APIs/Agile/SCRUM)
o	Senior Front End Software Engineer (Javascript/REACT/node.js)
o	Senior User Experience/User Interface (UX/UI) Developer
o	Ruby on Rails Core Engineer (Go, Postgres, Redis, AWS (SQS, Dynamodb, EC2, ELB, RDS), Linux, Terraform, Chef and Docker.

Senior Recruiter (Technical, Marketing, Sales)

Dell

Led talent acquisition team for the Americas Business Unit (Consumer, SMB, and Dell Online [software engineering building www.dell.com online shopping/configuration portal).  Success in this role led to being selected for mini-expat assignment to solve tough hiring process problems in Kawasaki, Japan resulting in promotion and Chief Human Resource Officer Award for excellence.

Selected to build and lead the first global sourcing team and created sourcing curriculum to train all Dell recruiters at the week-long Dell TA Academy (2005/2006). 

Individual Contributor recruiting for software engineering, marketing, sales, and customer care.

Talent Acquisition Manager/Senior Talent Acquisition Consultant (individual contributor and SME) 

United States Marine Corps

US Marine - 2d Marine Division and HQMC

Proven performer delivering results as a recruiter/talent acquisition professional. Expert in sourcing, screening/qualifying, interviewing, selection, offer, and onboarding.  Experience in relocation, compensation, and H1B sponsorship process.

My avocation/purpose is assisting and supporting America's Veterans transition from service to civilian life, particularly those who wrestle with PTSD and substance abuse.  I'm a US Marine Corps Veteran with a strong sense of 'pay it forward'​ and a desire to help our Veterans come 'all the way home'.

taplio

The Battle

Jonathan Schultz

Jim Cochrun

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