Hirewell

For all intents and purposes, this has been my career. I started as a technical recruiter when we were a tiny shop and was afforded a wealth of opportunities: I launched our Digital Experience & Marketing practice, I launched our internal marketing and content function, and I currently lead our business development and strategy.

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Partner & Chief Growth Officer

Gregory Laka & Company

Every recruiter has their first gig somewhere.

Technology Recruiter

Strateg -- Aperios

Obligatory failed start up. Great experience. Gotta take a shot, right?

Business Development

Akamai Technologies

Account Executive

WorldCom

If you don’t remember these guys, it’s only because of Enron. Fantastic way to start a career and gain perspective…

Hosting Sales Executive

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I’m a Partner at 𝗛𝗶𝗿𝗲𝘄𝗲𝗹𝗹 and I host Hirewell's 𝗧𝗮𝗹𝗲𝗻𝘁 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 podcast. Those are the high points.

But what do we do specifically?

We recognize that hiring is hard. And hiring well is even harder.

But, that’s exactly what we help companies do: 𝗛𝗶𝗿𝗲𝘄𝗲𝗹𝗹.

Since 2001, we've been a staple in the Chicago business community, helping our clients grow by recruiting the top-tier talent they need.

𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗶𝗻 𝗢𝘂𝗿 𝗕𝗹𝗼𝗼𝗱.
The recruiting industry is chock full of single skill set providers. What companies really want is a partner who can have a broad impact across all facets of their organization, solving whatever hiring challenges they have. We’ve done just that, building diverse teams of highly specialized recruiters in the highest demand fields:

𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆
𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀
𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 & 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴,
𝗦𝗮𝗹𝗲𝘀
𝗙𝗶𝗻𝗮𝗻𝗰𝗲 & 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗶𝗻𝗴
𝗥𝗲𝗮𝗹 𝗲𝘀𝘁𝗮𝘁𝗲 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀
𝗔𝗻𝗱 𝘄𝗲’𝗿𝗲 𝗷𝘂𝘀𝘁 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘀𝘁𝗮𝗿𝘁𝗲𝗱...

𝗠𝗮𝗻𝗮𝗴𝗲𝗱 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗶𝘀 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲.
Flexibility in creating our custom solutions has been a staple in our approach. During our own growth, we recognized that the traditional fulfillment models for recruiting service are deeply flawed. 

Contingent Search is expensive and the two-sided lack of commitment often yields poor results. Recruitment Process Outsourcing suffers from poor fulfillment; flat-rate service means providers have no skin in the game to maximize the end result. And traditional Executive Retained Search is exorbitantly overpriced, tone-deaf to the modern world of freely available data.

But Hirewell’s 𝗠𝗮𝗻𝗮𝗴𝗲𝗱 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 are a paradigm shift in volume hiring. They’re built for fast growth situations, and more importantly, structured in a way that streamlines efficiency for all. It’s a best-of-all-worlds situation: Hirewell can provide dedicated onsite support, high-value services far beyond simple candidate sourcing (ATS management, hiring plans, job description creation and postings, interview set up and debrief, offer presentation and onboarding, etc.), and still utilize the entirety of Hirewell’s vast recruiting team and diverse skill area focus to achieve an optimized outcome.

See what our clients say about us on G2: https://www.g2.com/products/hirewell/reviews 

Contact me at james@hirewell.com or 312-386-1658.

James Hornick

Chuck Brotman

Blueprint Expansion

VP of Sales & Co-Founder

GTMnow

GTM Expert Contributor

GTMfund

Limited Partner

Pavilion

Executive Member

Metagrove Ventures

Mentor

Turazo

Sales Advisor

Skaled Consulting

Senior Consultant

PeopleGrove

PeopleGrove helps foster meaningful relationships between students and alumni at scale.  This expands opportunities for success before, during, and after the college experience.

I built out and managed the sales team to support expanded go-to-market initiatives in North America and beyond.  I met so many remarkable individuals during my tenure who taught me the importance of promoting expanding social equity and access within higher education - for students, employers, and our country at large.

VP of Sales

KeepTruckin

KeepTruckin offers a modern, end-to-end fleet management solution.

In my tenure, I achieved nearly 3x the 2017 plan number and grew cumulative ARR 80x in the last 12 months with the company.
I built out the sales management team, spanning SDR, SMB, Mid-Market, Enterprise, and Partnerships, and oversaw 6x growth of the sales organization and the launch of a new office in Nashville.
I implemented business management cadences, refined overall sales process for each segment, and drove process integration across geographically-dispersed teams.

ON24

My team was responsible for introduction of ON24 solutions to growth-focused Mid-Market companies.  We worked in industries spanning B2B Tech, Accounting, Consulting, Insurance, Financial Services, and Healthcare.

VP, Mid-Market Sales

VP, SMB & Mid-Market Sales West

I managed ON24 Channels and Alliances across North America and LATAM.  My teams drove new and expansion revenue growth across segments spanning Telco / CSPs, Agency, ITO / BPOs, Technology, and regional Resellers and VARs.

Vice President, Channels and Alliances

Director, Channels

Built out and managed sales engineering team to support ON24's global sales organization.

Director, Sales Engineering

Supported Sales team that grew from 6 to 20 salespeople over 2 years.  Handled RFP / RFI responses and key product demos and prototypes.  Worked closely with Professional Services, Engineering, and Product teams.

Sr. Sales Engineer

Sales, Marketing, CS, & Leadership Recruiting | Blueprint Expansion aka gtmrecruiter.com

We help early and mid-stage companies recruit exceptional go-to-market talent (that others often miss).

These articles cover my thinking on various topics
https://www.linkedin.com/in/cbrotman/recent-activity/posts/

Here are six core beliefs:

1. We need to do a better job at promoting career opportunities for underrepresented groups in the broadest possible sense.  DEI professionals often get this wrong.  We need to change the way we source, engage, and onboard talent from all walks of life.  If we do so, companies will perform better.

2. Cronyism is a problem in tech hiring.  We need to get more comfortable hiring strangers and getting outside our personal networks.  

3. If you hire "from the gut," you may not have a hiring process. Without a process, you cannot scale.

4. It's not a virtue to "fire fast" - and it's never been a virtue.  Companies need to do a better job at on-boarding their new hires.

5. Personal branding evangelism has pyramid-scheme like features.  Worrying about your personal brand before you develop key skills is putting the cart before the horse. 

6. Be wary of remote work evangelism. It may be creating the conditions for the outsourcing of everything.  Sitting on video calls all day is dystopian.  I like remote work, but it's had an adverse impact on our communities, mental health and talent skills development. It's a very complicated topic.


email: chuck@blueprintexpansion.com
phone or text: 415.720.7710

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James Hornick

Chuck Brotman

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