Tired of the long timelines and high costs of hiring? 

As the Founder/CEO of Think Evolutionary, I provide on-demand access to top-tier talent leadership, giving your business the expertise it needs, without the wait or expense.

From leading talent teams in high-stakes environments like government contracting, consulting firms, and competitive tech companies, I’ve seen firsthand how the right leadership and strategy can transform a company’s trajectory. After 25 years in talent acquisition, I realized many businesses need an alternative to traditional executive hires—something flexible, efficient, and tailored to their unique challenges.

At Think Evolutionary, we provide access to top-tier talent flexible pricing options built for each company. Our approach is centered on understanding your organization’s unique needs and challenges, offering:

Fractional Executives Placements
Executive Search 
Contractor and Direct Hiring Placements
Embedded Recruitment Services 

Ready to transform your talent strategy? Let’s discuss how Think Evolutionary can give your company the agility and expertise it needs to succeed.

* Connect with me here on LinkedIn

Together, let's elevate your talent game and position your business for sustainable growth.

James Jr

"We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects all indirectly."

As we reflect on the life and legacy of Dr. Martin Luther King, Jr., these words ring with a prophetic clarity. In today’s globalized economy and interconnected society, his declaration is more than a moral sentiment; it is a fundamental business truth.

No organization exists in a vacuum. Our success is intrinsically tied to the health of our communities, the fairness of our systems, and the dignity we afford to every individual. Dr. King challenged us to look beyond "individualistic concerns" toward the "broader concerns of all humanity."

Today, we at Think Evolutionary honor him not just with words, but by reaffirming our commitment to doing business with integrity, fostering equity in our partnerships, and remembering that "time is always right to do what is right."

Let us continue to weave a "garment of destiny" that offers opportunity and justice for all.

#MLKDay #Leadership #SocialResponsibility #Legacy #EquityInAction

James Dyson Jr

CEO/Managing Partner of Think Evolutionary | Human Capital & Talent Strategist | Executive Growth Partner

Headline: New Year. Strong 2025. Ready for 2026

As I look back on a strong 2025 at Think Evolutionary, I’m proud of the diverse challenges we tackled, from securing niche international leadership to driving a 5% headcount increase with 9 net new hires in just 10 months for a single client.

Beyond the hires, a major focus this past year was partnering with organizations to optimize their internal talent infrastructure. By refining their operations and maximizing existing networks, we helped these teams build the foundation they needed to grow sustainably and confidently.

For me, it’s about more than just filling a seat; it’s about building a resilient talent culture.

As we head into 2026, I have immediate availability for new projects and clients who need:

🔹 Fractional TA Leadership
🔹 Contract Recruiting or Sourcers
🔹 Contractor Placement & TTP
🔹 Executive Search & Direct Hire Placements
🔹 Fed and SLED Recruiting Support

I bring 25+ years of experience in high-stakes sectors: GovCon, Intel, IT/Tech, Engineering/AEC, Utilities, and Finance.

I am currently open to fractional contract, remote, or part-time opportunities where I can solve complex talent problems and help your organization evolve.

Ready to move beyond transactional hiring? Let’s connect and see how I can help you achieve your goals!

DM or email me: james.dyson@thinkevolutionary.com

🔗 www.thinkevolutionary.com

The only difference between "Contacts" and "Contracts" is the "R."

My colleague Darryl E. Peek II says it best: That the "R" stands for Relationships.

In 2026, the era of the "Black Book" is over. You know the model, the sales rep who guards their Rolodex like a secret, only to have the value vanish the moment they leave the firm.

At Think Evolutionary, we’ve traded the black book for a different blueprint.

We don't rely on transactional "gatekeepers." Instead, we’ve built a collaborative ecosystem of BD experts, proposal architects, and fractional leaders who move the needle for our clients in IT, GovCon, Engineering/AEC, and Utilities.

But here is the real shift: We don't just "fish" for you. We’re in the business of teaching our clients how to fish—building your internal systems so you can scale independently.

In my latest article, I explore:
1.  Why the traditional "Sales Rep" model is failing in specialized industries.
2.  The data behind why the "Relationship Imperative" is the #1 driver of ROI in 2026.
3.  How to turn a network of "contacts" into a pipeline of "contracts" through trust and value.

Are you building a database, or are you building a legacy??

👇 Click below to read the full analysis on why the "R" is your most valuable asset this year.

#Networking #RelationshipCapital #GovCon #AEC #ThinkEvolutionary #StrategicPartnership #BusinessGrowth

In the fast-paced, digital-first landscape of 2026, many businesses operate under the illusion that transactions drive success. A quick handshake, a s

Open article: Beyond the Black Book: The Relationship Imperative in 2026 Talent Strategy by James Dyson Jr • 5 min read

Beyond the Black Book: The Relationship Imperative in 2026 Talent Strategy

Stop hiring for yesterday's roles.

In 2026, the "wait and see" approach to talent isn’t just slow—it’s expensive. Between the "Missing Middle" gap in Engineering and the $1T federal defense pipeline, the math of just-in-time hiring simply doesn't add up anymore.

I’ve spent 20+ years watching firms win massive contracts only to realize they didn’t have the architecture to execute. That’s why I just published a deep dive on why Strategic Workforce Planning is no longer an HR task; it’s an executive’s most critical financial lever.

In this article, I break down:
1.  The "Silver Tsunami" threatening AEC and Utilities.
2.  Why the cost of a "bad hire" in 2026 is eclipsing 150% of their salary.
3.  The Audit, Forecast, Architect framework we use at Think Evolutionary to   bridge the Gap.

Is your 2026 growth plan based on data, or just hope?

I’d love to hear from my fellow Execs and Ops leaders: What is the single biggest "skills gap" keeping you up at night right now?

👇 Read the full analysis below and let’s discuss in the comments.

In the boardroom of 2026, a shift has occurred. The era of "reactive hiring"—the practice of posting a job description only after a resignation letter

Open article: The Efficiency Mandate: Why Strategic Workforce Planning is the CEO’s Most Critical Lever in 2026 by James Dyson Jr • 4 min read

The Efficiency Mandate: Why Strategic Workforce Planning is the CEO’s Most Critical Lever in 2026

Are you looking for a resume-sender or a Strategic Partner?

In my 25+ years in Talent Acquisition, I’ve seen the difference between the two. One sends you a pile of paper and hopes for a fee; the other engineers a system that makes your business more valuable.

In industries like GovCon, AEC, and Utilities, "just-in-time" hiring is a recipe for missed milestones. You need an architecture, not just a search.

At Think Evolutionary, we don’t just "recruit." We embed ourselves in your growth.

A recent client came to us needing 10 critical hires in 11 months. We delivered the talent, but then we stayed to fix the engine:
1.  The Tech: Overhauled their ATS and automated their sourcing and candidate engagement.
2.  The Process: Built a "Hiring Manager Toolkit" to turn interviews into a data-driven science.
3.  The Results: Transformed a reactive hiring process into an effective Talent Machine.

Whether you are a Federal Contractor needing a winning staffing plan for a massive RFP or an Engineering firm architecting a succession plan, we bring 25 years of "how-to" to your team.

That is the Think Evo RaaS (Recruiting as a Service) advantage: Elite, project-based talent leadership that fits your budget and your timeline.

Stop settling for "transactional" recruitment. Let’s build your legacy.

Reach out to me directly here or at: 📧 james.dyson@thinkevolutionary.com

#TalentAcquisition #GovCon #AEC #Engineering #ThinkEvolutionary #TeamBuilding #RecruitingAsAService

No one scales alone. Your network is your net worth, especially in specialized talent.

The complex demands of IT/Tech, GovCon, Engineering/AEC, and Utilities require more than just in-house expertise. It demands an ecosystem.

At Think Evolutionary, we've cultivated a robust network of strategic partners to deliver high-end, comprehensive services to our clients. We bring the "best of the best" to your toughest challenges.

Our trusted partners include:
1.  Business Development & Proposal Experts: To help you strategize and win major bids (especially crucial in GovCon).
2.  Change Management Consultants: Ensuring smooth transitions and adoption of new strategies.
3.  Fractional Executives: Providing top-tier leadership on demand for specific projects or interim roles.

This means you get a seamless, integrated solution, from winning a federal contract to implementing new tech, to optimizing your workforce for long-term growth. It's not just about us; it's about the comprehensive value we unlock through our collective expertise.

Who's in your corner when the stakes are high?

Let's discuss how our ecosystem can power your next leap forward.

📧 james.dyson@thinkevolutionary.com

#StrategicPartnerships #BusinessGrowth #ThinkEvolutionary #IT #GovCon #AEC #Utilities #FractionalLeadership

Hiring hasn’t broken.
But it probably feels heavier than it used to.

Roles take longer to fill.
Decision making drags because everyone needs to weigh in.
Strong candidates disappear quietly while you are still aligning internally.

This is not because people stopped wanting to work for you.
It is because your hiring system never evolved past early-stage growth.

As companies scale, a few patterns show up fast:

• Time to fill increases because the entire company interviews every candidate
• Decisions slow because ownership is unclear
• Quality of hire declines because good candidates do not wait through long processes
• Managers improvise interviews instead of evaluating consistently
• Hiring becomes reactive instead of intentional

This is not a recruiter problem.
It is a system maturity problem.

A quick note on inclusion and culture, because this often gets misunderstood.

Early interview panels are usually founders and senior leaders. That is normal.
What changes outcomes is not who is in the room. It is who is in the candidate slate.

When sourcing happens through the same few networks, the results look the same.
Expanding access upstream creates better options downstream.

This is where Talent Acquisition leadership matters earlier than most companies expect.

Not just to fill roles, but to design:
• Clear hiring processes
• Faster, more confident decisions
• Diverse candidate slates sourced intentionally
• A hiring experience that scales with the business

This is the gap fractional TA leadership is built to fill.

Every company’s growth story is different. If you are curious how Think Evolutionary’s fractional TA leadership model could work for your specific stage and goals, feel free to reach out.

You can DM me on LinkedIn or email me directly at james.dyson@thinkevolutionary.com 


#ThinkEvolutionary #FractionalTA #TalentAcquisition #StartupLeadership #HiringStrategy #WorkforceOptimization

Your "Hiring Delay" is a $6,000-A-Day Revenue Leak!

Most CEOs look at recruitment as a tactical expense. I look at it as Capital Preservation.

In 2026, the "Ugly Math" of an empty seat is a boardroom crisis. When a Program Director, Construction PM, or Systems Engineer role sits vacant, you aren't saving on salary; you are hemorrhaging billable margin and project velocity.

According to verified industry benchmarks and SHRM research: 
🔴 Senior Engineer: ~$1,250/day in lost profit & drag 
🔴 Construction PM: ~$3,000/day in schedule slip & rework 
🔴 Program Director: ~$6,000/day in portfolio-level risk

If that seat stays empty for 30 days, you haven't "saved" a budget; you've potentially leaked $180,000 in total economic value.

At Think Evolutionary, we don't just "recruit." We are strategic partners with 25+ years of experience who help you calculate, forecast, and plug these leaks before they hit your year-end EBITDA.

Are you watching the "fee," or are you watching the "burn rate"?

👇 I’ve broken down the deep-research math of the Revenue Leak in my latest article. Read how to protect your margins.

#ForwardThinking #GovCon #AEC #TalentStrategy #ThinkEvolutionary #RevenueLeak #WorkforcePlanning #EngineeringLeadership #EBITDA

In the executive suite, we are disciplined in managing what is visible. We hedge against fluctuating material costs, optimize tax strategies, and scru

Open article: The Revenue Leak: Architecting Capital Preservation in the Face of the $6,000-A-Day Vacancy by James Dyson Jr • 5 min read

The Revenue Leak: Architecting Capital Preservation in the Face of the $6,000-A-Day Vacancy

Are you hiring for where you are, or where you’re going?

Most companies hire to solve a problem that happened yesterday. They have a vacancy, they feel the pain, and they hunt for a "plug-and-play" replacement.

But in IT, Engineering, and GovCon, hiring for the status quo is a recipe for stagnation.

At Think Evolutionary, we take a different approach. We don't just "fill roles." We look at your 3-year roadmap and architect your team to meet it. This means:

1.  Identifying the "Successor" roles before you need them.
2.  Evaluating candidates not just on their past resume, but on their ability to scale with your vision.
3.  Ensuring every hire is a brick in the foundation of your long-term legacy.

Stop firefighting and start building. We help you find the talent that doesn't just do the job, they evolve the company.

How far ahead is your current talent strategy looking? Let's bridge the gap.

#StrategicHiring #GrowthMindset #ThinkEvolutionary #TeamBuilding #TalentSolutions

Winning a GovCon bid is only half the battle. Executing it is where most firms fail.

You just poured months into an RFP. You won!!!  But now... do you have the cleared talent, the key personnel, and the compliant staffing plan to actually deliver?

The "Proposal-to-Performance" gap is where GovCons lose millions, compromise their reputation, and jeopardize future awards.

At Think Evolutionary, we don't just understand this; we've lived it for over 20 years across Federal, SLED, and Utility sectors. We partner with BD and Proposal experts, bringing large agency value at smaller firm costs.

We help you: ✅ Write Winning Staffing Solutions: Aligning talent directly to your technical approach. ✅ Navigate Contract Lifecycle: Understanding the nuances from bid submission to contract close-out. ✅ Secure Key Personnel: Ensuring Day 1 readiness with cleared mission-critical talent.

Don't let talent be your weakest link after a monumental win. Let's make it your strongest.

Ready to turn bids into executed contracts? Connect with me.

📧 james.dyson@thinkevolutionary.com

The "Missing Middle" is the invisible ceiling on your company's growth.

In the IT, Engineering/AEC, Utilities, and GovCon sectors, we are facing a demographic crisis. We have a brilliant senior class retiring and a hungry junior class rising.

But the "Middle", the Project Managers and Directors who turn vision into reality, is empty.

If you are a company spending your time firefighting internal workflows because you don't have a mid-level leadership layer you can trust, you aren't scaling. You’re just treading water.

In my latest article, I explore:
🔴 Why the "Silver Tsunami" is draining tribal knowledge from your firm
🔴 The 200% cost of failing to bridge the "Competency Chasm" 
🔴 How Think Evolutionary uses Fractional Mentors to upskill your juniors into the leaders you need tomorrow

Stop fishing in an overfished pond. Start growing your own leadership engine.

👇 Read the full blueprint for solving the "Missing Middle" here:

#LeadershipGap #SuccessionPlanning #GovCon #AEC #ThinkEvolutionary #WorkforcePlanning #CEOStrategy

In the executive suites of Engineering/AEC, Government Contracting (GovCon), and the Utilities sector, a demographic "perfect storm" is no longer on t

Open article: The Talent Gap: Solving the "Missing Middle" Crisis in Engineering/AEC, GovCon, and Utilities by James Dyson Jr • 5 min read

The Talent Gap: Solving the "Missing Middle" Crisis in Engineering/AEC, GovCon, and Utilities

Benjamin Mena

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 Host

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

In our first full year, we reached just 2,361 total downloads, a simple start that taught me the value of every single listener. 

Fast forward to 2025, and we crossed 212,000 downloads this year alone between Apple and Spotify (not including YT)

When I launched The Elite Recruiter Podcast, I never imagined how far it would come. In our first full year, we reached just 2,361 total downloads, a 

Open article: Reflecting on The Elite Recruiter Podcast’s Humble Beginnings by Benjamin Mena • 18 min read

Reflecting on The Elite Recruiter Podcast’s Humble Beginnings

It's time to find out who won The Elite Recruiter Awards!

Congrats to the Winners and the Finalists! 

Thank you, guys, for listening to The Elite Recruiter Podcast this year! 

2026 is going to be even bigger!!!

See you guys at the Recruiter Sales and BD Summit kicking off Jan 26th!

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Elite Recruiter Awards

2025 Elite Recruiter of The Year Awards.   
The Results are in! 

Before we dive in.   I can't wait to see you guys at the Sales and BD Recruiter Summit kicking off Jan 24-Feb 2nd.  Registration is FREE for all the live sessions to see 30+ Speakers. Links below.

Elite Recruiter of the Year
Winner: Mike Williams
Finalists: Brent Orsuga, Chris Relth

Most Impactful Recruiter
Winners: Chris Relth and Caitlin Burke
Finalist: Danny Cahill

Best Recruiting Leader/Founder
Winner: Dante Nino 
Finalist: Aaron Opalewski

Recruiter You’d Want on Your Team
Winner: Abby Creager 🌊 
Finalist: Danny Cahill

Recruiter Who Influenced Me the Most
Winners: Brent Orsuga, Matt Walsh, and Greg Benadiba 
Finalist: Danny Cahill

Recruiter I’d Want as a Mentor
Winners: Julia Arpag, Rich Rosen, and Randee Staats Jr. 
Finalist: Kortney Harmon, Brian Fink

Best Recruiting Team/Firm
Winners: Artemis, Carnegie Search, and Tiello 
Finalist: Coastal

Coach of the Year
Winner: Clark Willcox 
Finalists: Donnie Gupton 🦅, Keely Flood, Mark Whitby, Mike Anderson

Best Recruiting Tech Tool
Winner: LinkedIn 
Finalist: Pin.com - AI Recruiting

Elite Recruiter Podcast Episode of the Year
Winner: “The Art of Strategic Headhunting” featuring Chris Relth 
Finalist: “From Athlete to Top Recruiter: How Mindset, Grit, and Drive Helped Caitlin Burke Overcome Cancer and Paralysis”

Congrats everyone!!!

Recognition from your peers just hits different. In the recruiting world, the highest compliment isn’t a trophy on your shelf or a quota smashed – it’

Open article: Elite Recruiter Awards Winners & Finalists 2025 by Benjamin Mena • 7 min read

Elite Recruiter Awards Winners & Finalists 2025

What a FREAKING AWESOME WEEK!!!!!!!!!   We ARE NOW ON DAY 5!!!!!
Sales and BD Recruiter Summit is under way! 

Jordan Taylor and Sarah Chester-Nelson sharing AI secrets for Executive and Retained Search.

Greg Fischer, CPP sharing how to hit $1 Million in profit for your recruiting desk.

Josh Kirkham on building your pipeline with AI.

Diane Prince is wrapping up the week with the Keynote How to create irresistible content that converts to new customers.

Don't miss today!!!

I failed a podcast guest recently and had to cut the recording short.

The story was to good and I just wasn't pulling it out them and that is my fault.  

I knew that if I did it right.  

It not only would change someone's life.

But it could actually save it.

Yeah... I honestly believe that with a recruiting podcast.  Make fun of me, I don't care.

But that story would have.

Its been bugging me every day on how I failed that guest...

I have not been as good with returning guest as I have with a laying out the origin story with a new guest.

With a new guest.  Its the origin story...  The Arc..  The Breakthroughs.  But its hard to do the second time back...   (Maybe I am just constantly to hard on myself)

But I think I finally figured it out tonight. 

And it was alot of homework to try to make it good...

Had a returning guest today...  

Mike Anderson

I think you guys will like the episode when it comes out.

Not going to lie...

Having a returning guest is much harder than a first time guest.

But I keep on learning..

I keep trying to be better...

Going out of my comfort zone is attending a conference in a language I don't know. Hoping that AI will get me through the day.

And wow!!!  It did.

Apple's new AI translations through the AirPods....

I was able to understand abour 90% of what was spoken from each stage...

The only time I really couldn't hear anything.  

Was when there was energetic back and forth in the crowd and when it was loud in the lunch area.

A few months ago I saw Adrien Moulias share about a recruitment event he was hosting...

I thought.... That would be a cool group to learn from! 

You never know where you can pick up an idea that can change the game.

I told my wife... well its in Paris.  

Do you want to go to Paris for the weekend so I can go to this conference and learn?

Well, that was a simple answer....

Who would turn down a weekend in Paris, she said...

Anyways it was such a great event with about 150 other people.

Adrien Moulias and Kemra JAAFAR did an amazing job putting it together.

It was also cool to see some people that I really respect in the recruiting industry in person.   Nicolas Greppo, Gavin Johnston, Laurent Brouat, Dorothée de Calan, David Kieffer, and so many more.

Even with the language barrier...  

It's cool to sit back and see what's happening in another country and how those recruiters are crushing it!

Today is going to be LEGENDARY!!!! 

Sharon Hulce is sharing her playbook so you can level up and be a million-dollar biller just like her by learning how to sell at a higher level.

Steven Farrell, CSP is going to share how they have added TENS OF MILLIONS to their firm while many others are going backwards.

Rob Reznick is teaching you how to tap into your network.

And the OG Snoop Dog of the Industry himself.  David Stephen Patterson is going to explain to you why your pipeline is empty and how to change that.

You can still join us for any session.  All the live sessions are FREE.

20 years ago to this day.... I got my offer letter to become a recruiter... 

I really think we underestimate.

The decisions early in life have on you..

And where that career can take you.

Tons of downs...

But even more ups! 

Time has felt slow...

But looking back its gone by so fast!!!

Ready to elevate your Sales & BD Recruiting game in 2026? Join 36+ top experts live for free insights, strategies, and systems that will transform how you win clients, build pipeline, and scale your business. Register now to secure your spot! 👇 

⭐ Featured Speakers & Sessions: 
 📍 Jan 26
 • Julia Arpag — 7-Figure BD Sales Strategies
 • Jon Davis & Dawson Merry — Sell Contract Staffing to Current Clients
 • Sarah Englade — Build a 7-Figure Recruiting Biz w/ Small Tech Stack
 • Sharon Bondurant 🔎 The Finders — Own the Room & Your Feed
 • Clark Willcox — LinkedIn Inbound: Automation + Content
📍 Jan 27
 • Jordan Shlosberg CFA — AI + BD: Win More Work in 2026
 • Mike Mello — High-Intent Buyer Lists (Live Demo)
 • Conor Kline & Jacob Price — Blueprint to $1M
 • Tom Erb — 4 Mindsets for Sales Success
 • Keely Flood — 3-Phase System for Territory Growth
📍 Jan 28
 • Rob Reznick — Why Referrals Beat AI
 • Steven Farrell, CSP — Scaling Staffing Firms by Tens of Millions
 • Sharon Hulce — Selling Retained
 • David Stephen Patterson — Close the Execution Gap
📍 Jan 29
 • Sam Kuehnle — Predictable Pipeline w/ ABM Prospecting
 • Kortney Harmon — Sell Less, Win More Revenue
 • Brad Bialy — Sell When No One Responds
 • Alexis Albright Meschi — Stop Relying on Legacy Clients
📍 Jan 30
 • Jordan Taylor, Sarah Chester-Nelson & Louise Archer — AI BD for Retained Search
 • Greg Fischer, CPP — Generating 7-Figure Profits Internationally
 • Josh Kirkham — Predictable Recruiting Pipeline w/ AI
 • Diane Prince — Create Sales Content That Converts
📍 Feb 2
 • Laurie Guillodo — Predictable Client Acquisition Systems
 • Steve Gipson & Emily Blattel — Same Day. Different Outcome
 • Rebekah Brown - Scaling Your Book
 • Josh Nix, Matt Miller- Systems for Top Producers
 • Tom Rauch - Build Your AI Tools
🤝 Sponsored by:
 Atlas - the Recruitment Platform · Crelate · SourceWhale · Pin.com - AI Recruiting · Signature Back Office Solutions · Juicebox · SeekOut · Zyve 
👉 Register now and get ready to finish Q1 strong 💥
https://lnkd.in/erupSzN5

This has gotta be one of the best quotes from Isaac James!

Talk about an incredible first day of the Sales and BD Recruiter Summit! 

The speakers just crushed it!!!!

Days 1, 2, and 3 have been Epic!!!!  You don't want to miss the rest of this week.

Over 1100 Recruiters have signed up for this week because they know that 2026 is THEIR YEAR!!!!

We are about to start day 4! 

Sam Kuehnle has seen behind the scenes for thousands of recruiting firms and shares the playbook of building a predictable pipeline.

 Kortney Harmon is sharing how to build more intentional revenue in 2026

Brad Bialy is helping you sell when no one wants to talk to you.

Alexis Albright Meschi is helping you stop relying on just referrals and legacy clients.  

You don't want to miss this....  

2026 is your year!!!!

She went 6 months without a paycheck.
In two weeks, she’ll be on stage teaching recruiters how she built a 7-Figure firm.

When Sarah Englade started her recruiting business, she had:
 • No book of business
 • No real BD experience
 • A pandemic market
 • And zero guarantees

So instead of doing what most recruiters do…
She stopped chasing clients.

She focused on candidates.
Resume help.

 LinkedIn clean-ups.
 Interview prep.
Offer coaching.

No invoices.
No shortcuts.
Just showing up.

Six months in? Still nothing.

Then the flywheel kicked in.

Those candidates landed roles.
They became Controllers, HR leaders, hiring managers.

And guess who they called first?
One former candidate alone turned into nearly $200K in fees.
That pattern repeated.

Sarah went from $0 to $1.5M in 18 months, not by pitching harder, but by playing the long game.

Her line that stuck with me:
“People will never forget how you made them feel.”

If business development feels heavier than it used to…

This episode will completely change how you think about growth.

🎧 New episode of The Elite Recruiter Podcast is live.
 🎤 And in two weeks, Sarah breaks this down live at the Sales & BD Recruiter Summit.

Comment SUMMIT or DM me and I’ll send you the episode + registration link.

Thank you Atlas - the Recruitment Platform for sponsoring this episode!

Honest question for agency recruiters 👇

Which excuse do you hear the most?
1️⃣ “There are no new clients”
 2️⃣ “Clients won’t pay retainers”
 3️⃣ “BD is dead”
 4️⃣ “AI doesn’t apply to recruiting”
 5️⃣ “Personal brand doesn’t matter”
 6️⃣ “I’m stuck where I am”

I smashed all six on camera today.
Because none of them are true —

 and every one of them is holding recruiters back.

That’s exactly why I built the Sales & BD Recruiter Summit.
Free. Virtual. Built for agency recruiters who want leverage, not excuses.

👇 Watch the video + grab your spot
 https://lnkd.in/erupSzN5

Don't miss Brian Fink, Sarah Englade, Clark Willcox and soooo many more today and later this week!

graphical user interface, text, application

What do Julia Arpag, Sarah Englade, Sharon Bondurant 🔎 The Finders, Clark Willcox, Dawson Merry, CPC, and Jon Davis all have in common?

They’re not teaching theory.

They’re teaching what’s working right now to win business as a recruiter.
And that’s exactly why Day 1 of the Sales & BD Recruiter Summit looks different this year.

Each of these speakers is attacking a problem recruiters are quietly struggling with:
 • Clients pushing back on fees
 • Slower deal velocity
 • Over-reliance on direct hire
 • BD tactics that worked in 2021… and don’t anymore

So instead of “motivation” or “top of funnel noise,” Day 1 is built around revenue decisions.

How to:
 • Sell contract staffing to existing clients
 • Build a 7-figure desk without a bloated tech stack
 • Turn LinkedIn into inbound conversations
 • Position yourself so clients think of you first

Here’s the part that matters:
Most recruiters don’t need more information.
They need better positioning and better conversations.

That’s what Day 1 sets up.

The summit starts in 2 weeks.

If you’re serious about how you sell and grow in 2026, Day 1 is where you should be.

What’s one BD tactic you’re questioning heading into this year?
👇👇👇

Most recruiters think business development means selling.

Katharine Wilcox never bought that.

She’ll tell you straight up:
“If I had to sell widgets, I’d be terrible at this job.”

And yet…
She’s been a top biller year after year.
Built deep client relationships.
And eventually bought the firm she helped build.

Not by pitching.
Not by scripts.
Not by grinding cold calls all day.

But by doing something most recruiters overlook 👇

She treats every conversation as a relationship, not a transaction.

Candidate calls.
Catch-up conversations.
Career check-ins that don’t turn into placements.

She shows up curious.
She listens.
She gives real advice, even when there’s no deal on the table.

And months (sometimes years) later?

Those same candidates become hiring managers.
Those casual conversations turn into retained searches.
Those relationships turn into full team builds.

On this week’s episode of The Elite Recruiter Podcast, I sat down with Katharine Wilcox to unpack:
• Why “selling harder” actually hurts most recruiters
 • How recruiting is business development when done right
 • The mindset shift that turns candidate calls into future clients
 • Why thinking like a talent agent changes everything

This episode is a reminder that the best BD strategy isn’t louder…
It’s more human.

🎧 Why Top Recruiters Win Clients Without Selling
 (Link in comments)

Curious — what’s been your best client relationship that didn’t start as a sales call?

Thank you Atlas - the Recruitment Platform for helping this episode come together.

Make sure to also sign up for the Sales and BD Recruiter Summit kicking off Jan 26, Registration is FREE! 

This is YOUR Year!

What does it take to build a $20M recruiting firm AND be the leader others want to follow?

First of all have you subscribed to the The Pinnacle Society Podcast?  
If not do that now! 

David Bradley could have coasted, but instead, he chose to be the “standard bearer” for his 60-person team, showing up every day and leading by example.

Some keys from this episode:
- Culture isn’t an afterthought: Incentive trips, tournaments, and real camaraderie are the glue for high performers.
- Team-first mindset: 70% of their placements are split deals—everyone wins when the whole team gets involved.
- Consistency is king: “You can’t pay someone to do your push-ups.” David’s mantra for staying at the top year after year.

Want practical strategies and a shot of inspiration from someone who’s scaled and sustained success? 

This is the episode for you.

Ready to raise the bar for yourself or your team? 

Hit play below.

I get asked a lot....  Do you every see a recruiter doing something so different from everyone else it has surprised you?     Yes.... Yes I have...  

And his episode is dropping tomorrow....  

Stay tuned.

Sarah Englade explains how consistently showing up for candidates, even when there is nothing to gain, builds trust, reputation, and long-term impact.

Tune in to the latest episode of The Elite Recruiter Podcast, sponsored by Atlas - the Recruitment Platform!
Now streaming on all podcast platforms! Links are in the comments!

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The Battle

James Jr

Benjamin Mena

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taplio

The Battle

James Jr

Benjamin Mena

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);}James Jr's LinkedIn Performance

Performance ScoreBenjamin Mena's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJames Jr's LinkedIn Performance