Fulfil

Scaling Fulfil’s partnership ecosystem. Drop me a note if you’re interested in exploring partnership opportunities! Fulfil is an ERP designed to efficiently scale 8&9-figure brands and help them grow an efficient and profitable eCommerce store.

Partnerships Manager

Account Executive

Mornings With Matt Consulting

I coach and consult execs, entrepreneurs, and sales teams looking to grow their personal brands on LinkedIn. 

I host workshops on LinkedIn and personal branding for conferences, industry associations, companies and schools across North America.

#24 on FoundersPress Top Hottest Companies to Watch for Without Any Venture Capital.

Founder | LinkedIn Consultant | Personal Branding Coach | Public Speaker | Career Coach

Partnership Leaders

Member

Youthfully

Helping ambitious youth discover their passions, launch entrepreneurial ventures, and write compelling post-secondary and scholarship applications. Also taking sales calls and closing deals while leveraging Clari and HubSpot.

Youth Coach | Account Executive

Ontario Minor Hockey Association

-Nominated to officiate OHF Championships
-Nominated twice to officiate the AAA OMHA Championships, recognizing my hard work and dedication to ensure a properly officiated game.
-Recommended for the OMHA Referee Program of Excellence, to continue developing alongside 24 top officials from across the province.
-Officiated hockey games for players 6-20 years of age, providing them with a fair and safe environment to develop their love for the game.

Referee (Level 3)

Coho

The fellowship is a continuous, remote experience designed for full-time employees to uplevel their leadership, strategic thinking, creative and practical skills. With highly curated inclusive communities and flexible, real-time peer-to-peer curriculums and mentorships, I'll have the opportunity to become a better leader, colleague and employee.

Business Development & Sales Fellow

JJ Ventures

Working with Founder to help Founders/CEOs and C-suites of brands generating $10M-100M ARR to scale their content on LinkedIn to attract future talent, clients, and industry recognition.

Client industries include Tech, Retail, Real Estate, Fintech, Construction, Mining and more.

Head of Operations | Community Manager | Ghostwriter | Content Creator

FindWRK

- First sales hire at an early-stage hiring marketplace startup, leading sales, business development, customer success and partnerships.
- Built out sales playbook across multiple industries and personas nationwide, leveraging Apollo, HubSpot and LinkedIn for prospecting to secure new logos like Nespresso and the Metro Toronto Convention Centre.
- Hired first BDR after eight months, managing, mentoring, and coaching while balancing executive priorities.
- Developed pipeline through outbound sales and personal branding with no inbound sales or b2b marketing spend.
- Led 100s of platform demos for HR leaders and business operators with 80%+ sign-up rate, onboarding customer teams across SMBs to Enterprise and relaying product suggestions to improve user experience and increase usage.
- Developed partnerships and hosted lunch & learns with industry associations, suppliers, non-profits and community organizations to educate on candidate experience and employer branding trends in the HR space.
- Employed instructional design best practices to create and record learning videos for YouTube and academy.
- Grew company LinkedIn page organically to 1,000+ followers in nine months, hosting LinkedIn Lives to increase engagement.
- Wrote 30+ thought leadership articles, featured on front cover of HR.com several times and regularly in Canadian Restaurant & Foodservice News; invited to speak to HR, special events, and hospitality industry associations.

Business Development Lead | Account Executive | Partnerships | Customer Success | First Sales Hire

LOI Accelerator

Founder of an innovative Youth-Led Startup in the League of Innovators Labs national virtual accelerator program. League of Innovators (LOI) is a national Canadian charity with the goal of building entrepreneurial acumen for youth, at scale. League of Innovators is a suite of accessible programs and tools to provide youth with educational experiences that shorten their path to success, empower their ability to be their own boss, and amplify their impact as future innovators and entrepreneurs.

Labs Batch X Founder (MWM Consulting)

Baseball Ontario

-Oversaw 400+ 7U-22U amateur baseball games across 8 towns as well as High School, College and Senior Men's games, leading to my selection to work 4 Provincial Tournaments (YSBAs, OBAs, Ontario Cup).
-Initiated Mentorship Program, utilizing Microsoft Office products to mentor, evaluate, and train 80 local umpires.
-Officiated elite-level games, receiving excellent in 12/12 metrics on performance appraisal.

Umpire

Business Development Lead 🤝 | LinkedIn Consulting for CEOs ✍️ | Top Marketing & HR Voice 📣 | Speaker 🗣️ | 4x Founder 🧩 | Career Coach & GTM Advisor 📈 | FoundersBeta 30 Under 30 🚀

I'm currently leading partnerships at Fulfil (eCommerce ERP), focused on:

👉 Helping our partners support their clients who are using an industry-agnostic ERP or no ERP and looking for a solution purpose-built for eCommerce to efficiently scale their business

👉 Expanding and enhancing our technology partnerships to drive efficiencies for our merchants (e.g. sales channels/marketplaces, 3PLs, shipping carriers, financial tools, etc.)

👉 Connecting our merchants with service providers to help them scale their business (e.g. shopify agencies, fractional CFOs, accounting/bookkeeping firms, supply chain consultants, etc.)

📩 Drop me a note if you're interested in learning more about becoming a Fulfil partner.

Outside of Fulfil, I'm:

🗣️ Running workshops on personal branding, LinkedIn and social selling

🤝 Coaching early career professionals to reach their full potential 

🚀 Advising startups on GTM strategy

🎤 Want me to speak at your event or run a workshop for your team? 

I've been invited to share LinkedIn and personal branding strategies with conferences, industry associations, companies and schools, and my thought leadership has been featured in major publications.

My most requested workshop is focused on Leveraging LinkedIn. This workshop will teach you:

👉 How to craft your personal brand and optimize your LinkedIn profile

👉 How to develop a content strategy to tell your story

👉 How to leverage the platform to get in front of potential employees, employers, clients, and partners.

📩 Drop me a note if you're interested in booking me as your next speaker. 

📣 Features: 

LinkedIn News, HR.COM, StartupNation, Canadian Restaurant and Foodservice News, CanadianSME Magazine, UNDER30CEO, CTV News, HCM Technology Report, Staffing Industry Analysts, Recruiting Daily, Best of HR, B2B Marketing World, UPJourney, Disrupt Magazine, Grit Daily, Hustlers Global, Small Business Currents, College Recruiter, Youth Opportunities, The Creative Zine, The Nativa, Marketer Interview, AzBigMedia, MatchBuilt and more.

Myers-Briggs: ENFJ | Deloitte Business Chemistry Profile: Guardian/Integrator
Lean Six Sigma White Belt Certified | Certified Associate in Project Management 
--- Views expressed are my own --

Matt Parkin, CAPM®

Here are some of the top people in my feed to follow on LinkedIn in the DTC space who actively create content here: 

Sean Frank
Jake Karls
Mike Fata
Rob Fraser
Fan Bi
Taylor Holiday
Alex Yancher
Alex Yaseen
Sharoon T.
Rajen Sanghvi
Hamish McKay
Brock Mammoser
Oliver Rhodes
Aaron Orendorff
Tiffany Keegan
David Gaylord
Ryan Petersen
Michael Mahoney
Mehtab S. Bhogal
Matthew Hertz

Who in your network regularly creates content that I should see in my feed?

Matt Parkin

Leading growth & partnerships @ Fulfil (eCommerce ERP) 🤝 | Coaching and speaking about all things personal branding, AI, and entrepreneurship 🗣️ | 4x Founder 🧩 | FoundersBeta 30 Under 30 🚀

The events Aaron Orendorff & Operators Podcast run are so good, people started referencing them in cold outreach. The speaker lineup is STACKED for the next one focused on 2026 planning:

★ Sean Frank, CEO of Ridge
★ Mike Beckham, Simple Modern
★ Jason Panzer, HexClad
★ Matthew Bertulli, Pela x Lomi
★ Cody Plofker, Jones Road
★ Connor MacDonald, Ridge
★ Connor Rolain, HexClad
★ Mehtab S. Bhogal, Karta Ventures
★ Cherene Aubert, ILIA Beauty
★ Emma Nelson, MUD\WTR
★ Jeff Hannam, CFO Simple Modern
★ Kristin Jerry-Swarek, COO Caden Lane
★ Lauren Festante, SVP Momentous
★ Sean Riley, DUDE Wipes
★ Kim Chappell, Bobbie Baby
★ Jonathan Packer, GOAT Foods
★ Krysta Lewis, CAKES body
★ Derek Lauermann, Grüns
★ Daniel Okon, Flewd
★ Summer D’on Bell, D’on Cosmetics
★ Zack H., Nomadix
★ Dor Brecher, MAËLYS
★ Sharoon T. (ST), Fulfil
★ Amit RG, CEO Richpanel
★ Sayaad Bacchus, Aftersell
★ Mike Manheimer, CCO Postscript
★ Stuart Chaney, Founder Rivo
★ Krishna P., CEO Saras Analytics
★ Olivia Kory, CSO at Haus
★ Michael True, CEO Prescient AI

Dec 16 from 1–4pm EST 📅

Save your spot here: https://lnkd.in/gr_aMNfP

10 companies hiring in the eComm space - check them out 👇

Blenders
- Social Media Manager (San Diego, CA)

Blue Tees Golf
- Data Engineer (US - Remote)

HOMAGE
- Licensing Director (Columbus, OH)

madhappy
- Temporary HR Manager (LA, CA)

OneSkin
- Director of Strategic & Integrated Partnerships (US - Remote)

MANSCAPED
- Sr. Manager, FP&A Consolidations (US - Remote)

Dolls Kill
- Sr. Financial Analyst (Oakland, CA)

Tracksmith
- Financial Analyst (Boston, MA)

Marine Layer
- Retail IT Support Associate (US - Remote)

Fulfil
- Merchant Success Manager (Toronto, ON)
- Account Executive (Toronto, ON)
- Business Consultant / Implementation Associate (Miami, FL & Toronto, ON)

Looking for a new role or growing your team? Introduce yourself in the comments! 

Let's help our network out 🤝

Heard from a Fulfil teammate recently that a new merchant was surprised to see an email reply on a Sunday. This isn't an anomaly. 

If something's urgent - we're jumping on it to help. Our team isn't the type to log off at 5:01pm.

If you're looking for a role that's not 9-5 and not 996, where you can have a meaningful impact, autonomy and ownership...we're hiring! 

Head over to the careers page on our website or check out the link in the comments.

10 companies hiring in the eComm space - check them out 👇

Tower 28 Beauty, Inc.
- Art Director (LA, CA)

Haus Labs
- Social Content Creator (El Segundo, CA)

Farmacy Beauty
- Sr. Manager, Education & Events (NY, NY)

Dr. Dennis Gross Skincare
- Sales & Training Executive (NY, NY)

Revision Skincare®
- Business Development Manager (US - Remote)

Mario Badescu Skin Care, Inc.
- Logistics Coordinator (Edison, NJ)

NOBLE PANACEA
- Customer Engagement Manager (London, UK)

Patrick Ta Beauty
- Director, E-Commerce (West Hollywood, CA)

Milani Cosmetics
- Global Procurement Operations Manager (Vernon, CA)

Fulfil
- Merchant Success Manager - Customer Success (Toronto, ON)
- Account Executive (Toronto, ON)
- Business Consultant / ERP Implementation Associate (Miami, FL & Toronto, ON)

Looking for a new role or growing your team? Introduce yourself in the comments! 

Let's help our network out 🤝

The Linkus Group Inc.

Linkus Group is proud to support a select group of small and medium-sized businesses, and high-growth tech start-ups across Canada. 

We are known for our highly personalized and dedicated approach to partnering with our
clients. Our customer retention has been instrumental in our growth and we provide support
across an array of positions, including executive, tech, sales, marketing, finance, and operations.

We take the pain out of recruiting so you can focus on what you do best – running your
business and building customer relationships. 

Clients:
-KOHO (started working with when under 10 people)
-Coinsquare (started working with when under 10 people)
-Sonnet Insurance (started working with when under 10 people in Stealth Mode)
-Jumbleberry (started working with when under 20 people) (Exit)
-Moo Media (started working with when under 20 people) (Exit)
-Mundo Media (started working with when under 20 people) (Exit)
-GreenTank Technologies (Started working with when under 20 people)
-Altrio (started working with when under 10 people in Stealth Mode)
-Notch (started working with when under 40 people)
-Tacit Innovations (started working with when under 10 people in Stealth Mode)
-Klick Health 
-The Score (started working with when under 100 people)
-Cobmex 
-IOF Business Furniture
-Umbra
-Vitaly Design (started working with when under 30 people)
-Clean My Space (started working with when under 30 people)
-Bioconnect (started working with when under 50 people)

Founder & CEO + Recruitment Advisor

5 to 9 Society

5 to 9 Society is an invite-only network for the bold, the brilliant, and the builders. We connect high-performing operators, visionary founders, and sharp-eyed investors who aren’t just working 9 to 5, they’re creating their legacy from 5 to 9.

Born from a deeply curated network, the Society is part secret society, part talent marketplace, built to foster meaningful introductions, powerful collaborations, and rare opportunities. No fluff, no noise, no LinkedIn mass pitches. Just real access to people who move the needle.

We believe the most valuable rooms are the ones no one knows about, and we’re building one of them.

If you move fast, think big, and like to play in rare air, you're in the right place.

Membership is by invitation or referral only.

Reach out to me if you’d like to learn more.

Founding Member

Hipo | High Potential Hires (formerly HiredHippo)

We are on a mission to redefine how teams hire for startups and attract the best off-market talent.

Today's strategy to find top talent is completely broken. If we think about where our best employees come from, they are almost always found via referrals and our own network. However, the challenge is that referrals are never enough to fill our entire hiring pipeline. So we end up needing to leverage job boards to fill out the rest of our candidate pool.

The downside? The best candidates don't apply online. Top candidates are usually employed, and even have people coming to THEM proactively with job offers. There's no reason for them to be handing out their resumes. Because of that, the candidates we get are often hit-or-miss, it takes forever to screen them, and sometimes, we just hire the wrong person.

Enter HiredHippo.

We built a network and platform that consists of only the top startup talent. These are the folks that are stars at what they do, are not findable on typical job boards, and usually only talk to companies if they are referred in. We then utilize smart matching of that top talent with you based on work environment, compensation, the business problem the job solves and experience, so you can bring on not just a high performer, but someone who actually meshes with your team. And we do this all while reducing how long it takes for you to screen, and cost spent hiring.

Current HiredHippo clients in Toronto:
- League
- LevelJump
- FormHero
- Identos
- Black and Decker 
- ThinkResearch
- Coinsquare
- Telus
- GreenTank

Reach out directly adam@hiredhippo.ai if you are interested in learning more!

Founder

Stack & Sprout

Angel Investor

DisruptHR Vaughan

DisruptHR is a global brand and community that makes connecting with all the latest and greatest things in HR a whole lot of fun. 

Myself, along with Giorogio Follegati (Benchmark Benefits), Christine Song (HR Consultant + ChefHero) and Stephanie Chen (Marsh Canada) saw there was a gap in HR events in mega community of Vaughan, north of Toronto. We created our first ever event at McMichael Canadian Art Collection in 2019. 

Speakers have included executives from McDonalds, CIBC, Opencare, Worktango and more.

Once in a while an event series is born that shakes things up, it makes you think differently, it leaves you inspired. That event is DisruptHR.

14 speakers, 5 minutes each, and slides rotate every 15 seconds. Teach us something, but make it quick.

If you’re an HR professional, a CEO, a technologist, a community leader – and you’ve got something to say about talent, culture or technology – Disrupt is the place.

Co-Founder & Organizer

Lionshield

Advisory for Corporate Talent Acquisition for all invested companies under Lionshield's portfolio. 

Acting as HR and Talent support for Investors, Advisors, Acquisitions, and Portfolio companies.

Align talent strategies with business objectives across all portfolio companies, ensuring process consistency while catering to individual company needs.

Head of Talent (Advisory Role)

The Help List

When COVID19 hit Canada, the first thought that crossed our minds was: "There are going to be a lot of professionals who's job will be affected by the lockdown." Together with Marianne Bulger (Prospect.fyi) and Adam Bercovici (Luminari) we knew we needed to do something to help.

Taking a page from start-ups who had done this before internally, we thought "What if there was a list for all Canadian tech workers who got let go because of the COVID pandemic?"

2 days later, and we had a hacky G-sheet up and running. Within one month, we had thousands of Canadian tech workers signing up to the service. Fast forward a few more months, with over 5,000 professionals signed up, and hundreds of candidates getting interviews and jobs through The Help List, we realized it was getting way bigger than we ever thought possible.

In coordination with Prospect.fyi - a non-for-profit start-up career hub, we decided to move The Help List under the Prospect.fyi umbrella.

To date, countless people around the world reached out to leverage our playbook to start a Help List in their own country, helping countless professionals find new roles during the COVID19 pandemic.

Co-Founder

WeMovePeople

WeMovePeople (formerly Perreault International)

Recruitment agency specializing in Engineering and Technology positions within the Automotive Manufacturing, IT, and Energy Industries.

Generated 1M+ Revenue creating relationships from scratch with Magna, Johnson Controls, Multimatic, AMEC, Jacobs Engineering, CH2M Hill and more.

In charge of the overall growth and function of the office including; hiring, training, managing, administration and payroll for all staff. 

Responsible for new business development, marketing, process and technology improvements.

Accomplished the creation of an energy recruitment division through my own initiative and vision. The success of the department led to additional revenue streams and hiring of key personnel. 

Dealt with Health and Safety Standards for WSIB (Ontario) and WCB (Alberta).

Assisted with the development of alternative recruitment strategies and a custom applicant tracking system (ATS).

Director of Recruitment

WeMovePeople (formerly Perreault International)

Recruitment agency specializing in Engineering and Technology positions within the Automotive Manufacturing, IT, and Energy Industries.

Trusted to provide both permanent and contract full-cycle recruitment services for management, technical and non-technical positions in high demand.

Spearheaded long-term relationships with clients that included: Magna, Johnson Controls, Multimatic, AMEC, Jacobs Engineering, CH2M Hill and more.

Engineering Recruitment Specialist

Building the greatest marketplace of pre-vetted high-potential candidates and companies 🚀 | Founder @HiredHippo 🦛 | Founder @Linkus 🎯 | Co-Founder @HelpList ⚡️ | Named the Peak's 2023 Emerging Leader

I help startups and SMBs hire top performers for niche, hard-to-fill roles.

15+ years ago, I discovered that most companies were hiring all wrong. Since then, I've been obsessed with cracking the code on recruitment – building a process that actually works for both sides of the table.

In 2009, I founded Linkus Group. What began as a mission to support startups and SMBs as they scale has now evolved into a high-touch, well-connected recruitment partnership that recognizes people as a company's most valuable asset.

Here's what we learned along the way: exceptional hiring isn't about posting jobs and hoping. It's about strategically attracting talent across Executive, Operations, Revenue & Marketing, Engineering & Product, Finance, and HR roles. We handle the complete talent lifecycle from attraction and discovery to culture building and long-term retention.

The results speak for themselves. Over 500+ companies have trusted us with their growth. We've placed 1,000+ hires with a 95% retention rate. Our #1 KPI is repeat business. Companies keep coming back because we find the best person for the job in the shortest amount of time, for the lowest cost.

We're selective about our partnerships. We typically only accept referrals and work with companies from early stage through their growth journey – 1 to 250+ employees, bootstrapped to Series B and beyond. We focus on Senior to Executive roles because that's where the right hire makes or breaks momentum.

Ready to skip the hiring headaches and land your ideal candidate quickly? Let's talk.

Founder & CEO | Linkus Group Recruitment Redefined
Tech Founder | Hipo (HiredHippo)
Host | Offer Accepted Podcast
Founding Member | 5-9 Society
Co-Founder | TalentHelp List
Co-Founder | DisruptHR Vaughn
Former Chair | HRPA PD Dinner Committee
2023 Emerging Leader | Peak

www.recruiteradam.com

"Being cheap with talent is one of the most expensive mistakes you can make." - Alex Hormozi

Adam Gellert

We hired the best person for our client in 5 days (again). Beep beep.

Speed does not compromise quality. Poor execution does. Hire slow is BS. 

This candidate had multiple offers and still chose our client because the process was clear, fast, and respectful. When you know exactly what you want and everyone is aligned, the right people move toward you.

It gets better. The company we recruited them from called us after to help replace them because the candidate was that good. That is what happens when you prioritize clarity, speed, and candidate care.

Hiring becomes simple when you stay aligned, move quickly, and put people first. That is how you win.

Founder & CEO Linkus Group + Hipo | Startup & SMB Hiring Expert | Hiring High-Potential Talent 9× Faster | Top LinkedIn Recruiting & Retention Voice

If you're reading this, you've probably fired someone too soon. 

This is what most people get wrong.

They fire too fast.

And they keep wondering why things are not working and they have turnover.

But here’s the truth:
The best people aren’t always the fastest starters.
They’re the ones who learn deeply, build trust, and then deliver big.

Some roles take time.
Some environments take time.
Some people take time.

But once they get rolling...
They become the force multiplier. 

Instead of cutting people loose at the first dip, ask:

-> Did we set clear expectations?
-> Did we give them the tools to succeed?
-> Did we give real feedback — and time to adapt?
-> Did we hire for long-term impact or short-term speed?

You can’t build a championship team if you bench every player before they’ve learned the playbook.

The best talent isn’t always instant.
It’s earned, supported, and developed.

My clients invest in their people, and they crush it long-term.

The best hiring managers know how to spot potential.

The companies that win long-term don't "hire slow, fire fast."

They hire for quality, onboard with intention, and give talent room to grow.

Then they never have to fire at all.

You don’t need a bigger candidate pool. You need a better filter.

Hiring doesn’t have to take months.

The slow part isn’t finding candidates, it’s sifting through the wrong ones.

We pre-vet every single person before you even meet them.
References, alignment, fit. Done.

That’s how you go from a 90-day hiring cycle… to a 7-day one.

Takeaways (Better Filter = Faster Hire):
-> Define must-haves, not nice-to-haves. Clarity upfront avoids wasted interviews.
-> Check references early. Don’t wait until the end to find red flags.
-> Match for alignment + intent, skills matter, but so does wanting this role at this stage.
-> Cut interview bloat. Every round should have a purpose, not just “one more convo.”

When you put the right filter in place, speed isn’t the tradeoff for quality; it’s the result of it.

If your job post looks like everyone else’s, you’ve already lost.

The top 10% of talent isn’t reading your bullet points. They’re scanning for impact, growth, and alignment.

If your posting is just a laundry list of requirements, it’s invisible. The best companies write job posts like ads. They sell the role, the mission, and why it matters.

Think of it like this: Would your own ad make you want to apply?

Quick Fixes You Can Use Right Now:

-> Lead with impact. Show how this role moves the needle.
-> Show the growth path. Top talent wants the journey, not just the tasks.
-> Align to values. Make it clear who wins in your culture.
-> Cut the noise. Only list what’s essential.
-> Write like marketing. Make the post an invitation to build something meaningful.

The companies that nail this are the ones who attract candidates that weren’t even looking. The ad itself pulls them in.

If you’re not doing this, you’re missing out. Drop a comment or DM me, I'm curious what you think.

Another roundtable.

Another unfiltered, therapy-level session for HR and Recruiting pros.

This time, we’ve got a major name in HR giving a short talk, but as always, it’s about real conversations, not panels or fluff.

No HR for HR.

We solve real work problems in real-time.If you’ve been, you know. IYKYK.

Last event we partnered with Teamtailor and it was a huge success.

For our next one, we’re on the hunt for another HR-related company to co-host an epic event.

DM if you want in!

We are working on a Lead Engineering role for a post Series A software startup. Solid team and product. Strong backers. This hire matters.

We’ve got a candidate that we had to push back on because they were originally a “no” on paper. They would certainly have been have been a no if they had applied. 

“I was not excited when I saw his resume at all, but met him today and he was great, moving him on to the next stage.”

Then they not only made it past the first round, the technical, and now in finals.  

This is exactly why resumes suck.

If you rely on resumes you miss people. If you treat hiring like checking boxes you screen out the good ones. When you eat, breathe and sleep recruiting, hiring and retention, you don’t get fooled by polish.

You look deeper. You look for real signal.

What I care about:

-> Ownership and grit
-> Curiosity and problem solving
-> Builder mentality
-> Intent and alignment
-> The ability to grow with the business
-> Someone who actually cares about the mission

This is what happens when you have someone who truly knows recruiting in your corner. Someone who understands your business problem and who screens for fit and performance, not just keywords.

We don’t present resumes. We present people.

We don’t chase candidates. We attract the right ones.

We don’t fill roles. We solve hiring problems.

Transparency. Alignment. Fit.

That is the difference.

graphical user interface, text, application

When someone’s so good… you kinda want to keep them a secret.

I had a client once tell me they didn’t want to refer us.

Why?

They said they wanted to keep the success they were getting working with us to themselves.

Didn’t want their competitors finding out about their secret weapon.

That’s how you should feel about your whole team.

And not just your full-time hires.
Your recruiter.
Your lawyer.
Your benefits provider.

This is the kind of audit worth doing, and trust me, your top performers want you to do it.

If they’re not people you’d fight to keep a secret, you’ve got the wrong crew.

Building a future-proof team starts with surrounding yourself with people you’d rather not share.

So good it’s classified.

Like Maverick said in Top Gun:
“It’s not the plane. It’s the pilot.”

That’s how I think about hiring.

Someone asked me this:

“I’d love to work with you, but the market’s not great, and recruiters are taking less.”

I’ve heard variations of this every week for years.

If you’re not recruiting 24/7, you don’t actually see the market. You’re looking at lagging signals.

We’re seeing real movement again.
Confidence is returning.
Top people are getting scooped up fast.

And every role now has a deeper requirement. Companies are investing to maximize every seat with the right hire, not the cheapest one.

You don’t need a recruiter if none of this is your pain:

❌  you think AI can replace real recruiting judgment
❌  you believe posting jobs counts as proactive outreach
❌  you assume referrals will magically deliver the right candidates
❌  you’re okay losing people to faster companies
❌  you want your team spending time recruiting instead of doing their actual jobs

But if you want something different, here’s what actually matters:

✅  someone who understands your business and your hiring needs
✅  someone aligned with your brand and your standards
✅  someone who finds long-term fits, not warm bodies
✅  someone who reduces months of hiring delays into weeks
✅  someone who filters out the noise and only shows you real contenders
✅  someone who screens for alignment, intent, and performance before they ever hit your calendar

It’s not about choosing the cheapest option.

It’s about choosing the one that protects your time, your momentum, and your future team.

Hiring isn’t a cost. It’s a strategic lever.

Your business will become the people you hire. Choose wisely.

taplio

The Battle

Matt Parkin, CAPM®

Adam Gellert

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taplio

The Battle

Matt Parkin, CAPM®

Adam Gellert

Followers

Posts

Engagements

Likes

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