Founder at Coterie | Hampton | Ex: Chief, ClassPass, Goldman Sachs

At Rosedale AI, I apply my talent, leadership, and coaching expertise to help scale AI-powered businesses. Rosedale AI is a RevOps Growth Partner that designs and implements white-labeled AI tools to save teams 20+ hours per week, boost revenue, and enhance retention, all while reducing manual overhead. I guide clients through a three-step process—audit & strategy, development & testing, and launch & maintain—delivering real AI solutions that scale.

Before joining Rosedale AI, I founded Coterie, an executive and engineering talent agency rooted in the belief that the foundation of every successful company is its people. Prior to that, I led talent functions at high-growth organizations: I was Head of Global Talent Acquisition at Trust Machines (a $150M Series A company) and Head of Talent Acquisition at Chief (🦄). Over more than a decade, I’ve built teams for multi-billion-dollar companies including Goldman Sachs, ClassPass, and others.

Olga Etkina

DotConnect

Full cycle, cross functional hiring. Flexible, embedded recruiting, and talent advisory. Seamlessly integrating into your organization as an extension of your internal team (if you have one) or acting as your internal team, if you don’t have one.

I lead a strategically small team that helps scale your company at any stage of the journey. 

Recent Embedded Clients:
💻 Groq - https://www.groq.com- Series D/AI inference technology (Strategic hiring)

Other engagements: BrightInsight, Kargo, Minoan, Earth Species Project, AlterCall, Boatsetter, TikTok, Otter.ai, Culture Amp, Hired, Alto Pharmacy, Elemy, Spring Health, Beautycounter, Cruise, Instacart, KeepTruckin, Snapchat, Zendesk, Samsung, Acorns, Mission Lane, Qualcomm, Samsung NEXT, NFL, Vizio

- Acting Head of Talent and Chief of Staff with clients
- Personally made thousands of hires at various levels from interns to executives 
- Developed and rolled out structured interview training programs for client teams for technical and non technical audiences 
- Track record of designing and implementing successful and creative TA programs for client organizations, including top of funnel strategies like events, marketing etc
- Proven ability to build strong relationships and to influence and motivate people to desired outcomes
- Recognized by Comparably as “Best CEO”, “Best CEO for Women”, “Best Company for Career Growth”, “Best Company Outlook”, “Best Company for Work Life Balance”

Founder & RecruiterPlus 😊

AlterCall

Leader

Dose of Dom Coaching + Mentorship

Leadership coaching, talent acquisition strategy and consulting.

Leadership Mentor + Investor + Advisor

SORCE

- SORCE is a holistic ecosystem that revitalizes the energy of individuals, teams, and organizations. Our flagship product, the SORCE Platform, features the SORCE App and Real-Time Dashboards, which utilize proprietary biometric-driven AI to sense and respond to the energetic needs of people.
- Collaborative advisory role focused on growth, strategic partnerships, and curriculum development. 
- Also, responsible for driving brand awareness through thought leadership, media, public speaking, and events.

Investor + Advisor + Founding Partner

Hampton

Hampton is a highly vetted membership community for entrepreneurs, founders and CEOs. Hampton members run the fastest growing startups in the world, across a wide array of industries.
Some are bootstrapped, others venture-backed. But all our members seek belonging, support, and connection with a selective group of their peers.

Member

Global Talent Exec • I build teams, companies, and cultures • Leadership Coach • Founder • Performance Mentor • Speaker • Investor

As a seasoned talent acquisition leader with 20+ years of experience, I’ve dedicated my career to building world-class teams, fostering vibrant cultures, and supporting organizational growth. I’ve had the privilege of partnering with hundreds of companies—resulting in thousands of successful hires across diverse industries—while always keeping people and purpose at the forefront.

I’m the Founder of DotConnect, a strategically small, embedded recruiting firm honored on the Inc. 5000 list in both 2022 and 2023 and surpassing eight figures in revenue through mostly referral-based relationships. Some people call me a RecruiterPlus, but as a two-time Inc. 5000 CEO, I draw on conscious leadership principles to help organizations scale while nurturing their internal dynamics. My journey began in corporate recruiting and evolved into consulting, where I formed long-term partnerships that continue to shape my holistic approach to talent acquisition and culture-building.

Beyond DotConnect, I’ve launched Dose of Dom, a consultancy that merges corporate expertise with mindful leadership to unlock human potential. I’m also the author of Now Here: A Journey from Toxic Boss to Conscious Connector, which chronicles my shift from traditional management styles to a more authentic, heart-led approach. When I’m not working, I’m at home in Central New Jersey, enjoying time with my family and seeking out new experiences that fuel my personal and professional growth.

Let’s connect to explore how I can help you build high-performing teams and implement conscious leadership practices. DM me to see how I might help you find your next opportunity or hire top talent for your organization!

Dom Farnan

🔸 There’s always a moment in every leadership journey where you realize:
𝗬𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝗿𝗲𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘀𝗻’𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝘁𝗵𝗲 𝗼𝗻𝗲 𝘁𝗼 𝘁𝗿𝘂𝘀𝘁.

That moment when someone drops the ball.
𝘖𝘳 𝘴𝘦𝘯𝘥𝘴 𝘢𝘯 𝘦𝘮𝘢𝘪𝘭 𝘵𝘩𝘢𝘵 𝘴𝘵𝘪𝘯𝘨𝘴.
Or gives feedback that catches you off guard.

𝗬𝗼𝘂 𝗰𝗮𝗻:
- Fire back
- Take it personally
- Assume the worst

𝗢𝗿 𝘆𝗼𝘂 𝗰𝗮𝗻:
- Pause
- Zoom out
- Ask, “What’s really going on here?”

𝗧𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗿𝗲𝗮𝗰𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗿𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴 𝗶𝘀 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗺𝗮𝘁𝘂𝗿𝗶𝘁𝘆.
And trust me, it takes practice.

➡️ 𝗥𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗲𝗮𝗻 𝗯𝗲𝗶𝗻𝗴 𝘀𝗼𝗳𝘁.
It means choosing clarity over chaos, intent over impulse.

Some of the best leadership decisions I’ve made came after sleeping on it, taking a walk, or calling a mentor to unpack it.

It’s not weakness. It’s wisdom 🙏 

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗮𝗿𝗲𝗮 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂’𝘃𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝘁𝗼 𝗽𝗮𝘂𝘀𝗲 𝗯𝗲𝗳𝗼𝗿𝗲 𝗿𝗲𝘀𝗽𝗼𝗻𝗱𝗶𝗻𝗴?

Global Talent Leader • Recruiter+ • I build teams, companies, and cultures • Founder • Author

𝗧𝗵𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗸𝗶𝗰𝗸𝗼𝗳𝗳 𝘀𝗼𝘂𝗻𝗱𝗲𝗱 𝗹𝗶𝗸𝗲 𝗮 𝗯𝗿𝗮𝗶𝗻𝘀𝘁𝗼𝗿𝗺.

“𝘞𝘦 𝘸𝘢𝘯𝘵 𝘢𝘯 𝘢𝘵𝘩𝘭𝘦𝘵𝘦.”
“𝘚𝘦𝘯𝘪𝘰𝘳 𝘣𝘶𝘵 𝘴𝘤𝘳𝘢𝘱𝘱𝘺.”
“𝘚𝘦𝘷𝘦𝘯 𝘺𝘦𝘢𝘳𝘴 𝘸𝘰𝘶𝘭𝘥 𝘣𝘦 𝘪𝘥𝘦𝘢𝘭. 𝘞𝘦 𝘤𝘢𝘯 𝘵𝘳𝘢𝘪𝘯 𝘵𝘩𝘦 𝘳𝘦𝘴𝘵.”

𝗜 𝗮𝘀𝗸𝗲𝗱 𝘁𝗵𝗲𝗺 𝘁𝗼 𝗽𝗮𝘂𝘀𝗲 𝗮𝗻𝗱 𝘄𝗿𝗶𝘁𝗲 𝗼𝗻𝗲 𝘀𝗲𝗻𝘁𝗲𝗻𝗰𝗲:
👉 𝘞𝘩𝘢𝘵 𝘪𝘴 𝘵𝘩𝘦 𝘮𝘪𝘴𝘴𝘪𝘰𝘯 𝘰𝘧 𝘵𝘩𝘪𝘴 𝘳𝘰𝘭𝘦?

𝗧𝗵𝗲𝗻:
➡️ 3 key outcomes, what success looks like at:
🔸 90 days
🔸 6 months
🔸 1 year


𝗔𝗻𝗱 𝗳𝗶𝗻𝗮𝗹𝗹𝘆:
🧠 The competencies required to make those outcomes possible. 

𝗦𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗰𝗹𝗶𝗰𝗸𝗲𝗱.

💡 The noise fell away.
💡 The job got smaller and clearer.
💡 The “nice-to-haves” went into a parking lot.
💡 The must-haves fit on a single-page brief we shared with every interviewer and every candidate.

𝗪𝗲 𝗿𝗲𝗯𝘂𝗶𝗹𝘁 𝘁𝗵𝗲 𝗲𝗻𝘁𝗶𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗹𝗼𝗼𝗽:

✅ Fewer people
✅ Same core questions
✅ Simple scorecard tied to the outcomes
✅ Quick pre-brief so everyone knew their lane
✅ Tight debrief to avoid losing signals in opinions

🎯 Candidates felt the difference.
The conversations got real.

𝗢𝗻𝗲 𝗳𝗶𝗻𝗮𝗹𝗶𝘀𝘁 𝗹𝗼𝗼𝗸𝗲𝗱 𝗮𝘁 𝗢𝘂𝘁𝗰𝗼𝗺𝗲 #𝟮 𝗮𝗻𝗱 𝘀𝗮𝗶𝗱:
“𝘐 𝘤𝘢𝘯 𝘨𝘦𝘵 𝘺𝘰𝘶 𝘵𝘩𝘦𝘳𝘦 𝘪𝘯 𝟨𝟢 𝘥𝘢𝘺𝘴 𝘢𝘯𝘥 𝘩𝘦𝘳𝘦’𝘴 𝘸𝘩𝘦𝘳𝘦 𝘐’𝘷𝘦 𝘥𝘰𝘯𝘦 𝘪𝘵 𝘣𝘦𝘧𝘰𝘳𝘦 𝘢𝘯𝘥 𝘩𝘰𝘸 𝘐 𝘸𝘪𝘭𝘭 𝘥𝘰 𝘪𝘵 𝘩𝘦𝘳𝘦.”

➡️ 𝗧𝗵𝗲𝗻 𝗵𝗲 𝘄𝗮𝗹𝗸𝗲𝗱 𝘂𝘀 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗵𝗼𝘄.

3 weeks later, the offer was signed.
It didn’t feel rushed.
It felt like alignment.

✨ 𝗦𝗶𝘁𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗶𝘁, 𝗜 𝗿𝗲𝗮𝗹𝗶𝘇𝗲𝗱 𝗜 𝘂𝘀𝗲𝗱 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸 𝘀𝗽𝗲𝗲𝗱 𝘄𝗮𝘀 𝘃𝗼𝗹𝘂𝗺𝗲.

𝘔𝘰𝘳𝘦 𝘴𝘰𝘶𝘳𝘤𝘪𝘯𝘨. 𝘔𝘰𝘳𝘦 𝘴𝘤𝘳𝘦𝘦𝘯𝘴. 𝘔𝘰𝘳𝘦 𝘱𝘢𝘯𝘦𝘭𝘴.

𝗕𝘂𝘁 𝗻𝗼𝘄 𝗜 𝗸𝗻𝗼𝘄:
➡️ Speed is clarity.

When everyone sees the same target, decisions get easier and the bar stays high.

𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗾𝘂𝗮𝗿𝘁𝗲𝗿, 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝟯 𝘁𝗵𝗶𝗻𝗴𝘀:

📌 Mission
📌 Outcomes
📌 Competencies

Put them in a one-pager.
Share it with your interviewers and your candidates.
𝗧𝗵𝗲𝗻 𝘄𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗻𝗼𝗶𝘀𝗲 𝗱𝗿𝗼𝗽, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗿𝘀𝗼𝗻 𝗰𝗼𝗺𝗲 𝗶𝗻𝘁𝗼 𝗳𝗼𝗰𝘂𝘀.

📌 20 years of recruiting stories 

𝗗𝗼𝗻’𝘁 𝗹𝗼𝘄𝗲𝗿 𝘁𝗵𝗲 𝗯𝗮𝗿 👀 
Aim it at the right target.

Pedigree is nice, but proof is what builds great teams.
➡️ Get clear on the outcomes.
➡️ Ask for real examples, not polished narratives.

When you call people in with respect, not ego, not intimidation, they rise.
Your pipeline gets stronger.
Your culture gets smarter.

And you hire people who actually thrive in the reality of the work, not the idea of it.

👉 𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝘄𝗮𝘆 𝘆𝗼𝘂’𝘃𝗲 𝗿𝗮𝗶𝘀𝗲𝗱 𝘁𝗵𝗲 𝗯𝗮𝗿 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿?

20 years of recruiting stories pt 3

𝗟𝗲𝘁’𝘀 𝗿𝗲𝘁𝗶𝗿𝗲 𝘁𝗵𝗲 𝗶𝗱𝗲𝗮 𝘁𝗵𝗮𝘁 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗵𝗮𝘀 𝘁𝗼 “𝗺𝗮𝗸𝗲 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝘀𝗲𝗻𝘀𝗲.” 

The most interesting people I’ve worked with didn’t follow a straight line.

They followed curiosity.
They explored.
They layered skills.
They pivoted, sometimes dramatically.

And guess what? That didn’t make them scattered.

It made them adaptable, creative, and resourceful, which are arguably the most valuable career traits today.

✨ 𝗪𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝘁𝗼𝗽 𝘀𝗲𝗲𝗶𝗻𝗴 𝗮 “𝗻𝗼𝗻𝗹𝗶𝗻𝗲𝗮𝗿” 𝗽𝗮𝘁𝗵 𝗮𝘀 𝗮 𝗹𝗶𝗮𝗯𝗶𝗹𝗶𝘁𝘆.

A career portfolio can include:

- Your 9–5
- A coaching certification
- A podcast you started
- Freelance gigs
- A tech bootcamp
- Volunteering in your community
- Learning a new AI tool for fun

You don’t have to shrink your story to fit into one neat headline.

You’re allowed to be more than one thing.
You’re allowed to shift.
You’re allowed to explore.
You’re allowed to say, “this isn’t the thing, but it’s part of the thing I’m building.”

If you’re building a career that reflects the fullness of who you are, not just your resume, I want to hear about it.👇

𝗗𝗿𝗼𝗽 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝘁𝗵𝗮𝘁 𝗺𝗶𝗴𝗵𝘁 𝗻𝗼𝘁 𝗺𝗮𝗸𝗲 𝘀𝗲𝗻𝘀𝗲 𝗼𝗻 𝗽𝗮𝗽𝗲𝗿… 𝗯𝘂𝘁 𝗺𝗲𝗮𝗻𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝘆𝗼𝘂.

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Olga Etkina

Dom Farnan

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The Battle

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Dom Farnan

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