Jordana Matsos

Recruiter

#TheSalesRecruiter | 5x Sales Leader 👩‍💼 | $1M💰 Startup Founder -Sales Advisor & Mentor -HR Consultant | Inspiring A New Way of Hiring 🙌 | Do Something Different Today!📱

After years in Sales Leadership, I walked away from a Corporate Sales Career path to fix a problem that plagued me in every role, at every company I worked for.

Hiring the right Sales Talent. Why did this have to be so difficult? So political and painful?

I started a niche Recruitment agency, finding top sales talent for companies exactly like the ones I used to work at! 

Before this?
1998-2003 - You name it, I did it. Call Center work, Grocery stores, Door-to-Door sales, Funeral Services - I wanted to sell, connect with people and make money!

2003: Graduated from McMaster University in Human Resources Management.

2004-2009: Decided that Sales offered me better career options. Worked for startups, media, telco and newspaper companies honing my sales craft as a Rep.

2010-2019 - Started and scaled my Sales Leadership Career from Manager - Director - VP in tech, media, supply chain, advertising, consulting and startups. Focused most of my energy on building profitable Sales Divisions in North America.

2020 - Left Corporate Sales to help companies hire the best Talent by Recruiting and Consulting

2021 - Founded hirequity Recruitment Agency to niche-down recruiting Sales Talent for North American companies needing entry-level, mid-level and executive level Sales roles.

✅ 2024 - Founded "Recruiter Secrets Revealed" 
A Platform, Resource Centre and Courses to give you Recruiter insider knowledge to crack the code on how recruiters and hiring managers FIND YOU, VET YOU, and HIRE YOU. 

 ➡️ 30-Day Dealbreaker Program - how to succeed in your new role in the first 30 days!

✔️ Built and hired sales teams that consistently blew past targets as a 5x Sales Leader

✔️ Recruited CROs and Directors who drove massive profitability

✔️ Constructed high-performing sales divisions that connected with customers and satisfied shareholders using my HR knowledge and education

✔️ Speaker, Advisor, Consultant  - inspiring thousands of salespeople to crush their goals despite setbacks (because I got fired a few times and faced discrimination that created a resilient attitude)

“The Sales Recruiter”—because when it comes to finding and hiring top-tier sales talent, there’s no room for guesswork. 

I’ve lived your Sales Career challenges. 
I'm sharing free content and knowledge to help you solve them!

Founder & Managing Director

hirequity is a Sales-focused hiring practice and Recruitment Agency.  We source Sale Talent and are a consultancy formed to practice ethical hiring practices. 
Our recruiters have "lived" sales experiences to bring your Sales Division talent that other agencies who haven't worked a day in corporate, simply can't!

Grow your business, your vision, your team and your community. 

Accountability, an authentic and consultative, cutting-edge approach to recruitment and hiring. Everyone deserves the opportunity to prove their unique value!

Don't simply transform your work. Transform your hiring.

The 15 Minute Trend: Why Hiring Managers are cutting your first interview down to brief introduction.

The 15-minute interview invite feels like a slap in the face. 👋

You have 20 years of experience. 
You’ve led teams. 
You’ve sold millions in revenue.

And a Hiring Manager sends you a calendar invite for... 15 minutes.

It feels disrespectful. It feels rushed. 

But as a former VP of Sales turned Recruiter, I’m going to tell you the truth HR won't:
It’s not an introduction. It’s an elimination round. It's about Risk Assessment.

They aren't looking for a reason to hire you yet. They are looking for one single reason to delete you.
If you spend the first 5 minutes on small talk and the next 5 on your chronological life story... Congratulations, you just wasted your time.

Stop "interviewing." Start pitching. 

You need to condense two decades of experience into a 2-minute hook that screams value, not history.

If you can't explain your ROI in under 120 seconds, you won't get the second call.

If you are a sales professional over 40, this is where you are likely getting stuck. 

Why? Because you have too much experience to fit into a 15-minute box. 

So you rush. You ramble. Or you try to be polite and "warm up" the interviewer.

To survive it, you have to abandon the old way of interviewing.
❌ Don't: Walk them through your resume from 2005 to now. 
✅ Do: Hit them with a "Pro Pitch" in the first 2 minutes.

Your pitch needs to answer three things immediately:
👉🏻Who you help.
👉🏻How you made money for your last company.
👉🏻Why you are at this table right now.

If you are getting the first call but never the second... it’s not your experience. It’s your pitch. 

#JobSearch #CareerAdvice #RecruiterSecrets

Recruiter & Headhunter | Helping Companies Find Sales Talent | 5X Sales Leader | COURSE OUT NOW: “Recruiter Secrets Revealed 🤫How to Get Your Next Sales Role”

If we agree on everything, one of us is probably lying. 🤝

When I see this Interview mistake, I cringe. 

A CEO rejects a killer Sales VP because they "didn't vibe" on a personal level. 

Or a candidate tanks an interview because they were too afraid to challenge the Founder’s worldview.

Agreement is cheap. Alignment is expensive.

We confuse the two constantly. 

And it’s costing you time, money and clients.

10 years ago, I interviewed for a Sales Manager role. The CEO was obsessed with Relationship Based Selling.

It was THE only way to sell in his mind. He asked me what I believed in.

I could have lied.
I could have nodded and said, "Oh yeah, I love teaching, tailoring, and taking control." 
Instead, I told him the truth. 
I told him I believed in Consultative Selling. 

I told him that in his specific industry, being aggressive would burn his territory and drive his prospects away.

He went silent accept for the frustrated look on his face. 
The HR lady looked nervous. I thought I blew it.

I was called back for another interview. 😳 

Why? 

He said, "I think you'll come to see that my way is the best way and I want to give you another chance."

No thank you.

We didn't believe the same things. But we could have been aligned on the outcome.

There is a big difference between Values and Beliefs.

Values are non-negotiable: Integrity. Work ethic. Treating people with respect. If we don't share these, we can't work together.

Beliefs are negotiable: Which sales methodology is best. How to run a Monday morning meeting. Politics, religion, or the best football team. If we don't share these, we absolutely CAN work together.

In fact, the friction usually creates a better strategy.

To the Candidates: Stop trying to be a mirror. If you have a conviction about how to lead sales, say it. If they don't hire you for it, you dodged a bullet.

To the Founders: Stop looking for a "Culture Fit" (someone you want to have a beer with). Start looking for a "Culture Add" (someone who covers your blind spots).

I’ve been doing this for 20 years. The best partnerships I’ve ever seen were between two people who viewed the world differently but walked in the same direction.

👇 
#TheSalesRecruiter #CultureFit  #Recruiting

Founder Interview Cheat Sheet 

Mistakes happen, but what if it’s a bad first sales hire?

I’ve helped over 50 startups hire their first salesperson.

It’s a repeatable process that is tailored to the specific clients’ business.

When it goes well, the company thrives with predictable revenue, a well defined ICP, and you start to build a blueprint to scale. 

But when it goes wrong 😫:
You lose momentum, reputational damage, morale, your time gets hijacked for nothing, you burn through cash, your runway evaporates and you get wrong market intelligence leading to bad decisions. 

Join me and a panel of experts to learn How to Hire Your First Salesperson. 

I spent 20 years building sales teams. The first hire is always the hardest—and the most critical.
I’m joining a free webinar on getting it right.

It’s being presented by Innovation Factory where we will discuss important topics like: 

➡️When you’re actually ready to hire (it’s not when you think)
➡️The 3 profiles that work (and which one you need)
➡️How to structure comp with no benchmark
➡️The onboarding mistakes that kill momentum in week one

This is for founders about to make their most expensive hiring decision.

Link in the comments to join. See you there! 
#TheSalesRecruiter

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Blackwell Search

Heavily drawing from previous projects/pipelines sourcing Core Engineers [Distributed Systems] and Data Scientists at stealth startups Hightouch, Cogitativo, Zycada, Vendia, and established companies like AWS, and various Amazon subsidiaries [4 years]
(i) I'm sourcing Distributed Systems Software Engineers for numerous clients, especially candidates with experience in system-level architecture
(ii) Sourcing for an early-stage startup focused on using AI for document management: The CEO is seeking a Principal Engineer with architecture experience using Neo4J, a Security Engineer, and a Product Designer to work directly with the Founder on UX design.

Technical Recruiter for Generative AI and Distributed Systems Engineers [stealth startups]

Cogitativo

-Managed full-cycle recruiting for technical and executive hires, including sourcing and verifying passive candidates using a wide variety of online tools and sourcing techniques.
-Identified and attracted a diverse range of candidates and closely managed candidate experience.
-Curated inclusive recruiting experiences for senior candidates to increase interest and engagement.
-Built and tracked a diverse candidate pipeline and provided relevant updates to partners and candidates.

Generative AI Recruiting | Data Ecosystem | Data Science + Machine Learning | Infrastructure

Cogitativo empowers healthcare leaders to transform our systems of care and address their operating challenges through the application of market-leading data science solutions.  We support leading commercial health plans, governmental institutions, and other health-related entities by providing them with deep operating expertise and world-class data science-enabled insights. We have completed over 100 data science engagements since 2015. These engagements have reduced healthcare waste and inefficiencies for more than 65M Americans.

Technical Recruiter for Data Engineering (Healthcare)

Partnered closely with CEO, Chief of Data Science, and VP of Engineering to deeply understand the engineering and executive leadership team’s hiring goals.
-Built a pipeline of Data Science leaders with expertise in deep learning and large healthcare datasets.

Recruiter for Deep Learning Scientists and Data Informaticist roles

Komodo Health:  Built a Senior Engineering candidate pipeline for the Sentinel Platform product overhaul.  Worked with Hiring Managers to understand their technical requirements, and set up interviews for about a dozen technical candidates on Greenhouse.

Vendia - Worked with Amazon's former Lambda Engineering team (now founders at blockchain startup Vendia) to establish the first Bay Area Senior Infrastructure Developer candidate pipelines, which included an extensive search for core infrastructure developers, and setting up interviews with the industry's most qualified platform and cloud services developers.

AMAZON.COM (2014 - 2018)  Sourced SDE IIIs - Software Developers with 7+ years of experience in web development, distributed systems, performance, and scalability.  Targeted candidates from high-traffic web companies with expertise in Microservices, AI, Machine Learning, NLP, and Data Science/Analytics, including patent-holders and PhDs.
Seller Services, Mobile Marketplace, and Amazon Alexa (2016 - 2018)
Amazon Fresh (2016): SaaS Grocery Platform running on AWS.  Referred 6-7 SDE3 candidates, and did candidate interview prep based on the Amazon Leadership Principals.
Amazon Web Services (2014 -2015): Recruited SDE3 roles in the AWS Mobile Analytics team.

ARM TREASURE DATA, Mountain View - Placed Content Marketing Manager, Head of FP&A, and Sales Development Manager for VP of Business Development.  Sourced Senior Solution Engineers, Finance Executives (+accounting clerks) to support executive decisions in the office of CEO Hiro Yoshikawa.

CLIENT 8x8 Initiated and led a technical sourcing blitz to maintain 8x8's continuous high-growth trajectory. Conducted 2 Director of Product Management searches for Platform and Infrastructure, and identified failing startup It's On and helped to move a group of Senior Engineers into 8x8 (10/17-1/18)

Principal Technical Recruiter (Independent Consultant)

Blackwell Search is a network of experienced Technical Recruiters in San Francisco focused on providing talent to enterprise and cloud-driven businesses.  Our approach is transparent, not transactional, and we consider the career goals of candidates as equally important as the hiring objectives of our client companies.  Our success is a direct result of this mutual respect and trust.  We are industry experts in Software Engineering recruiting and offer balanced custom solutions to for search and placement. Blackwell Search facilitates a collaborate experience for the hiring team as well as candidates which results in a rewarding experience for everyone. 

Client: Amazon Mobile Marketplace - Sourced and recruited Android Product Developers / Managers (2016), and patent-holding Senior Android Product Developer (2016 – present)
Client: Amazon Fresh - Recruited local SDE3 Software Engineering candidates in Irvine, CA (2016)
Client: Amazon Web Services: Recruited SDE3 roles in AWS Mobile Analytics team (2014-2015)
Client: Cyanogen, Palo Alto, CA: Mobile/Android OS with 50M subscribers. (10/2015-8/2016)
Client: Boomerang Commerce, Mountain View, CA (Contingent) Price Optimization product created by former Amazon executives for large Ecommerce Retailers. (June 2015 – Sept 2016)

Lead Technical Recruiter

Zycada Networks (acquired by Palo Alto Networks in 2023)

Zycada is an AI-powered CDN accelerator and orchestrator platform that transforms the content viewing and eCommerce experience. Leading eCommerce, online video and gaming companies use Zycada to reduce latency end-to-end, including in the wireless last mile. Zycada integrates with any CDN to boost application performance, which drives higher engagement and revenue for customers.

Founded in 2014, Zycada has accelerated 100 Billion+ transactions of
real-world traffic for top eCommerce and entertainment brands. We are
backed by premier Silicon Valley VCs.

https://www.linkedin.com/company/zycada-networks/

Gartner designates Zycada as a Cool Vendor in Cloud Computing - 2019! 
Read the report here: https://lnkd.in/g4mbFfJ

Technical Recruiter,  Series A startup

CodeObjects Inc. (acquired by Insurity in 2020)

Fast-growing Enterprise Cloud Application SaaS company offering award-winning distributed applications and AWS managed services to modernize insurance company business processes. 

Established Recruiting department, developed hiring strategy, created effective messaging practice, wrote and revised all job descriptions.  Sourced and placed Web Services Developers, Support Engineers, Database/DevOps, SQA Engineers. Expanded Professional Services Group: Program Managers, Implementation Managers, Technical Business Analysts

Technical Recruiter

I'm a Technical Recruiter for Software Engineering (distributed systems), Data Science, Data Engineering, Cloud Computing, Network Infrastructure Solutions, and Microservices. I am passionate about working with software product developers, data scientists, machine learning engineers, and data engineers exploring multiple-petabyte data sets. Generative AI models learn the patterns and structure of their input training data and then generate new data with similar characteristics. 

Functional roles for search and placement services include: 

(i) Senior Software Engineers, Data Engineers, Tech Leaders, and Software Engineering Managers.
(ii) Data Scientists, Deep Learning Scientists, Machine Learning Engineers, Model Builders, Data Analysts
(iii) Software Industry Executives (VP of Engineering, VP of Product Management, CTO, Head of Biz Dev)
(iv) Technical Product Managers, Product Owners, Outbound Product Management, Inbound PM
(v) G+A recruiting for various functions including Finance Managers, Sales, and Professional Services.

Meyers-Briggs Profile: ENTP (Innovator/Inventor)
Emergenetics Summary: More analytical, conceptual, adaptive, and social than over 94% of the population.

Banner Photo: Botanical Garden inside the Jewel Changi Airport in Singapore

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Vinesa Blackwell

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