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

Reflecting on January: The Cost of the Climb

January 2026 is done, and it’s been a masterclass in what it actually takes to grow. We often talk about the "hustle," but we don't always talk about the grit, or the price tag that comes with it.

Here are the truths I'm carrying into February:

You Pay Either Way

This is a mantra I’ve come to live by. Too many people try to find the "cheapest" route or a shortcut. They skip the tools, look for the cheapest labor, and avoid the deep work, then wonder why success hasn't found them yet.

The reality? You get what you pay for. Whether it’s your money, your time, or your focus, your level of investment determines your level of growth. There are no free rides; you pay for success with your resources or your time. You pay either way.

Be Decisive! 

A true visionary needs more than a desire for quick cash; they need the ability to make decisions decidedly and decisively. If you want to build a business but don't want to learn the details of how it functions, you aren't building, you’re just hoping. Real growth requires a clear approach to the market and the courage to make the hard calls that differentiate you from the noise.

Find Your "Unpolished Gold"

Not every smiling face is a helping hand. I’ve learned that real gold is rarely shiny when you find it; it’s usually rough, unpolished, and covered in the dirt of the journey.

You have to be willing to dig, find, and polish it yourself. When you find that raw potential, or the people willing to get in the trenches with you…don’t trade them for someone else’s "pre-polished" version. Invest in the people who help you dig.

The Bottom Line:

• Cherish the "Check-ins": The people who pick up the phone and text to check on you are the most valuable parts of your life. Cherish them and be there for them always.

• Keep Moving: You will lose more battles than you win. That’s the game. But if you stop fighting, you’ll never know how sweet that win will be.

• Ignore the Noise: Never let someone else’s insecurities stop your progress or shake your confidence.

January was the lesson. February is the execution.

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

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

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

hireEZ

SpeakEZ Podcast: Podcast For Recruiters, By Recruiters 
https://explore.hireez.com/speakez-podcast/

Outbound Recruiting Academy: Free Recruiting Courses  https://academy.hireez.com/page/courses

Sales and marketing leader

Customer Marketing Specialist SpeakEZ Podcast Host, Outbound Recruiting Academy Leader

Succession Search Partners

Owner of Succession Search Partners

Executive Recruiting and Sourcing

Amazon Web Services (AWS)

- Talent Sourcing Leader at Amazon, overseeing a team of 6+ direct reports for strategic initiatives.
- Successfully sourced and recruited the first Amazon Air Senior Software Development Engineer (SDE).
- Managed a team of 6+ direct reports; achieved 163 offer accepts in 2020.
- Personally sourced 38 SDE/SDM Offers YTD in 2021.
- Created, led, and executed bi-weekly ALL AWS business spotlight calls, collaborating cross-functionally with VPs throughout the company.
- Responsible for filling 24 interview slots per week as a team.
- Maintained a 4:1 Interview to Offer ratio.
- Strategically sourced for various software development positions nationwide and Canada.
- Developed strategic partnerships with stakeholders across the entire AWS business line.
- Led a Diversity and Inclusion group responsible for increasing diversity hires by 10% annually.
- Partnered with hiring teams to build effective sourcing, assessment, and closing approaches, demonstrating ROI understanding.
- Conducted market research to map markets and generate candidate names and profiles.
- Created and executed robust search strategies to attract top talent, calibrating candidates with hiring managers.
- Prepared/contributed to search status reports and led/participated in client update meetings on active searches.
- Built and maintained a network of potential candidates through proactive market research and ongoing relationship management.
- Conducted in-depth candidate interviews, demonstrating the ability to anticipate hiring manager preferences.
- Articulated recruiting plans with deliverables, timelines, and formal tracking processes.
- Screened, interviewed, and prepared candidate slates within appropriate timelines.
- Onboarded new hires and facilitated training.
- Utilized Boolean searches to develop applicant portfolios for expected openings.
- Planned and launched large-scale events that enhanced employee collaboration.

Sr. Technical Sourcing Lead (6+ direct reports)

Vista Outdoor Inc.

•I support all recruitment and sourcing efforts for  IT,  E-Commerce, Finance, Sales, Marketing, Corporate etc.
•I source all IT roles for the entire company by myself for 51 different brands across the nation
•Leading the team in time to fill and quality of hire metrics supporting 30+ Reqs 
•I Coordinate interviews needs such as travel, assessments, interviewing candidates as well as providing communication to the interview team - create offer letters, manage contingency process and on boarded new employees 
•Lead assessment process on campus - Managed summer internship program by planning and implementing events to build relationships, led the process for evaluation and selection of schools, diversity organizations and campus recruiters
•Collaborated with university teams to build campus recruiting strategies to fulfill goals by executing on campus career fairs, interview days, events and recruiting activities
•Consulted and advised recruiters/interviewers/supervisors on ways to improve the recruitment and retention of a diverse workforce
•Facilitated the Onboarding process for new employees, providing mentorship when appropriate by collaborating with cross functional team members
•Consult with internal clients on labor trends, competitor talent insight, interviewing techniques, hiring decisions and market data
•Build a pipeline of talented candidates that fit the profile of the company's core competencies; review resumes and credentials for appropriateness of skills and experience in relation to position requirements; create and present prescreening questions to hiring managers for collaboration and approval
•I provide, track and update metrics / data on sourcing efforts, sourcing results, supply & demand of talent, and industry standards
•Ability to conduct searches on various mediums and to ensure searches are OFCCP compliant

Full cycle Recruiting | Talent Acquisition |  Workday  |  ATS  | Business Partner  | Recruiter  | HR  | Manager  | Sourcing  | Boolean

Full desk Senior Talent Acquistion Business Partner

Aerotek

•	Managed recruits and book of business by acting as intermediary between clients and candidates
•	Sourced passive candidates through many different sourcing tools
•	80-100 cold calls daily; interviewed 12-25 candidates on a biweekly basis
•	Reviewed applications and resumes, recruited candidates based on specific searches
•	Reviewed benefits package with candidates, quoted pay rates/ bill rates to candidates and clients respectively; approved time sheets
•	Maintain proper documentation for worker's compensation reports, unemployment forms, training and certifications, I9 authorizations, and worksite evaluations.
•	Work with local industries to coordinate job fairs and recruiting events. Brain storm new initiates for generating revenue beyond the staffing concept.
•	Manage a database of prospective clients by using promotional emails, cold calls, visits and mailers
•	Partnered with HR Managers and Controllers/CFOs to identify top candidates, established bill rates & salary ranges, start dates, and other incentives

Aerotek® Inc. is a leading provider of technical, professional and industrial recruiting and staffing services. We are part of Allegis Group® Inc., the largest staffing company in the U.S. and the fourth largest staffing company in the world. Aerotek operates a network of more than 200 non-franchised offices throughout the U.S., Canada and Europe. To learn more about Aerotek and see a complete list of our locations, visit our website at www.aerotek.com.

Outside Sales | Relationship Building | Sourcing | Recruitment Strategy | Phone Screens | Cold Calling | Client Management | Contract Negotiation | Interview Process | Full Cycle Recruiting | Sales | Recruiter Management | RFP | Contractor Conversion |     


• Warehouse and Distribution
• Manufacturing and Factory
• Light Technical
• Skilled Trade and Maintenance
• Clerical and Administrative
• Managerial and Supervisor Roles

Recruiting/Sourcing Manager (3+ direct reports)

•	Received a promotion by proving to be consistently capable of finding qualified candidates for positions within Finance, Administration, Scientific, Engineering, Manufacturing, and IT.
•	Develop job descriptions per clients’ needs
•	Source candidates using ATS, internet sites (LinkedIn, Monster, Indeed, CareerBuilder)
• Identified qualified candidates through various, creative recruiting tools 
• Screened and interviewed qualified candidates for current and future job requirements 
• Completed client specific pre-employment processes, including reference checks and background/drug tests 
•Worked with the Account Managers to identify top accounts, skill sets and key market segments and built networks and pipelines of candidates that aligned within said skill sets
•Exceeded both quality and quantity metric goals while driving full utilization of internal proprietary “Recruiter Workspace” Applicant Tracking System •
Provided continuous development and training to Recruiters at all stages in their career 
•Identified gaps in Recruiters ability to execute on company goals/initiatives and come up with training to help close these gaps 
• Oversees university/college recruiting, career fairs and internship programs.
•Supported consulting engagements to assist clients in workforce planning, placement, and costs.
•Understands EEOC and OFCCP employment guidelines.

Specific Skill sets Include but are not limited to:
- Warehouse/Distribution
- Skilled Manufacturing
- Machinist
- Maintenance
- Welding
- Medical Device
- Mechanical/Electronic Assembly
- General Labor/Production
- Quality Inspectors
-Engineering
- Finance
- Leadership

Talent Acquisition | Sourcing | Training Teams |  Market Data | Talent Communities | Labor Market Analytics | Recruitment | Salesforce CRM | Candidate Experience | Sourcing | Recruitment Strategy | Phone Screens | Phone Sourcing | Client Management | Cold Calls | Interview Process | Full Cycle Recruiting | Sales Calls | Sourcer| | Recruiter |

Full Cycle Sourcer/ Recruiter

I'm a seasoned Senior Level Recruiter with expertise in Executive Search, Full Cycle Recruitment, and Sourcing Leadership. Actively looking for roles that demand strategic talent acquisition and a drive for excellence. Open to all opportunities below. 

💼 Executive Search: Proven success in placing top-tier talent in pivotal leadership positions.
🔍 Full Cycle Recruitment: Skilled in aligning recruitment strategies with business goals.
🌐 Sourcing or Recruiting Lead/Manager: Proficient in discovering top passive candidates for a competitive edge.

#SeniorRecruiter #ExecutiveSearch #TalentAcquisition #SourcingLead #FullCycleRecruitment #RecruitmentStrategies #OpenToWork

I have over 10+ years of full-cycle recruiting & sourcing management experience with 75+ recommendations from my HR/recruiting partners and candidates. In my career I have led teams of 6+ at Amazon and I am passionate about connecting top talent with leading companies in the IT, engineering, and finance sectors. Most recently I worked as a Sr. Full Cycle Executive Recruiting at Meta, where I recruit the best of the best executives  (VP, Director, Confidential search) in tech for one of the most innovative and influential social media platforms in the world. I also run my own executive search and talent acquisition firm, Succession Search Partners, where I specialize in supporting IT, engineering, and finance roles, and offer strategic succession planning and talent mapping services to my clients.

In addition, I host a podcast called Succession Talks, where I share insights, trends, and best practices in the executive search and recruiting industry, and interview successful leaders and professionals from various fields. I also volunteer at SourceCon, a community for sourcing and recruiting professionals, where I contribute to the knowledge sharing and networking among my peers.

Candidate Searching, Recruitment Management, New Hire Onboarding, Employee Hiring, Workforce  Planning, Full Cycle Recruiting, LinkedIn Recruiter, Hiretual, Job boards, Beamery, Resume Databases,HireEZ, Internet Boolean Searches, iCIMS, ADP, Workday, Facebook, Indeed, talent map, campus recruiting Recruiter Full cycle recruiting sourcing diversity Internet sourcing Advanced Boolean Search Technical Recruiting Database Sourcing Training Talent Acquisition Interviewing Networking Executive Search

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