Founder at Bright Link Talent | Connecting Top Talent with High-Growth Startups

Scaling a team shouldn’t feel like a guessing game, but for many founders and hiring managers, it does.

Here’s what I see all the time:

➔ Companies scrambling to fill GTM roles but losing time (and revenue) to endless hiring cycles.
➔ Founders frustrated by the lack of alignment between their mission and the candidates they meet.
➔ Hiring managers overwhelmed by sourcing, screening, and trying to find talent that truly fits.

Without the right support, building a high-performing team can feel like an impossible task.

Recently, a founder reached out:

“We need to hire a Sales Director and a Head of Customer Success, but I don’t have the bandwidth to manage it. Every delay means we’re leaving money on the table, and I just need someone who can make it happen.”

It’s a common story. Leaders want to scale fast but get stuck in the bottleneck of finding the right people.

With over 10 years of experience in the industry, my approach cuts through the noise, prioritizing long-term relationships and a collaborative effort to match the right candidates with the right opportunities.

We specialize in:

➔ Delivering top GTM talent fast—often within days.
➔ Managing the hiring process end-to-end so you can stay focused on growth.
➔ Building revenue-generating teams that align with your mission and drive results.

I’ve helped founders and hiring managers at high-growth tech startups hire for roles like:

➔ Sales Leadership
➔ Marketing Strategy
➔ Customer Success Management
➔ Operations and Revenue Enablement

At Bright Link Talent, we don’t just fill roles; we build the teams that scale companies.

If you’re ready to stop searching and start growing, let’s talk.

👉 Message me “HIRE” or email me at stephanie@brightlinktalent.com

Stephanie Loewenstern

A few years ago, I stayed in a situation that was making me very sick.

I kept telling myself that if I could just get to the next milestone, the next phase, the next win… it would finally get better.

Spoiler alert. It didn’t. It got worse.

I nearly lost my health and my sanity in the process.

Recovering from that chapter took everything.

Maybe you’ve been there.
Maybe you’re there right now.

You tell yourself it’s temporary.

You hang on a little longer. 

Just until equity vests. 
Just until the bonus hits. 
Just until things “settle.”

So when candidates say:

“My boss promised things would change.”
“I want to see what happens at QBR.” 
“I’ll leave after my bonus.”
“We’re about to raise.” 

I understand.

Here’s what I know now:

You don’t have to get sick or hit a breaking point to walk away.

If you’re waiting for the “right time,” ask yourself this:

What if the milestone you’re waiting for… is choosing to leave?

PS: Maybe it’s time to take that recruiter call. 

I’ve got a few 1:1 spots open before the holidays. 

DM me if you want to work together or click the link Stan store- at the top of my profile, left side, right under my name.

#GaryVeeStanChallenge

We Build Revenue Teams So You Don’t Lose Pipeline, Time, or Talent | GTM Hiring Partner for B2B SaaS

Oak3

We help companies create the future with game changing talent. Our boutique search firm delivers top talent coast to coast in engineering/technology, human resources, and finance/controls. Our founders have spent years elevating the talent strategies and executive search capabilities of some of the most dynamic employers in the world, including JPMorgan Chase, Goldman Sachs, and Facebook. You need the best talent to build the best company. Oak3 is here for you.

Senior Search Consultant

Landis

▪ Oversee all Talent Acquisition and People Operations processes, reporting to the Co-Founder and CEO of the business as part of the overall Leadership Team
▪ Manage all end-to-end recruitment, resulting in 200% company growth within one year, including expanding engineering team within 6 months by 200%
▪ Enhance collaborative, high touch, business process and associated cross functional expectations resulting in greater efficiencies and consistency relative to requisition creation, interviewing, offer development and extension
▪ Develop an overall strategy in conjunction with Leadership Team to enhance our pre-boarding, onboarding and assimilation processes
▪ Establish and oversee the first companywide EOY performance and compensation review cycle; establish parameters including rating guidelines and assessment questions as well as organize and manage calibration sessions with Leadership Team and all People Managers in order to mitigate bias
▪ Conduct quarterly employee opinion surveys and disseminate key findings from data to Leadership Team
▪ Coach managers through handling performance issues on their teams including developing performance improvement plans and terminations

Senior Director, Talent

JPMorgan Chase & Co.

▪ Promoted to Global Talent Acquisition Manager for the Office of the CFO (OCFO) in October 2020, managing all lines of business, including Asset & Wealth Management, Commercial Bank, Consumer & Community Bank and Corporate & Investment Bank, Corporate Sector Finance, as well as additional areas of OCFO: Chief Investment Office/Treasury, Chief Administrative Office (Global Supplier Services, Global Real Estate, and Global Security), and Firm wide Control Management; roles supported include Financial Analysis, Controller, Business Management, Data and Analytics, and Quantitative Modeling
▪ Manages a team of 21, including 4 managers, overseeing all experienced hiring as well as managing end to end recruitment for Managing Director and Executive Director level searches 
▪ Creates and presents global recruitment updates to JPMorgan Chase & Co. CFO and OCFO Leadership Team, highlighting key metrics, including diversity, hiring trends, and actionable insight to shape recruitment strategy
▪ Implements cross-functional talent strategy working groups focused on designing best-in-class solutions for recruiting, engaging, and retaining top talent with an emphasis on diversity and inclusion 
▪ Establish “Interviewing for Results,” a virtual training program for the business, which outlines optimal hiring practices, including building effective, diverse interview slates and screening across multiple dimensions; training is part of each OCFO line of business’ priorities for 2021 and has expanded to other areas of Talent Acquisition 
▪ At time of unexpected high volume, transform recruiting process across 900+ open roles in North America to streamline activity, engage business and HR effectively, and maintain positive candidate experience in order to quickly and effectively fill open roles

Executive Director, Recruiting Manager

▪ North America Recruiting Manager for four of the five lines of business within the Global Finance & Business Management Team: Asset & Wealth Management, Consumer and Community Bank, Corporate & Investment Bank, and Commercial Bank
▪ Managed a team of 8 full-time recruiters while maintaining responsibility for hiring, training, coaching, mentoring, and completing all performance management reviews
▪ Partnered with HR to understand needs of the business and implement best practices, including a more efficient requisition approval process, enhancements to internal mobility pipeline, and structure around recruiting and interviewing procedures
▪ Created quarterly scorecards with key recruiting updates to present to CFOs and their direct management teams
▪ Represented North America Recruiting as the SME in the implementation of the new Oracle Cloud HCM product; conducted demos for all of North America Recruiting, hosted information sessions across North America, EMEA and Latin America
▪ Established global referral program for Global Finance & Business Management organization, including developing business case for senior management, establishing referral award amounts, and training global recruiting population
▪ Established new and efficient way to better hire at more junior levels by creating “Pop Up” super day interviews, targeting analyst and associate candidates with diverse backgrounds for roles open across all five lines of business
▪ Built strategic relationships with clients across businesses demonstrating advanced knowledge and subject matter expertise within recruitment, and viewed as a trusted advisor
▪ Managed full life cycle recruiting for roles from Analyst to Managing Director level, ensuring a best in class candidate experience
▪ Previously managed 5 sourcers, including Diversity, and developed KPIs to better understand process, production, and establish ability to measure team fairly with appropriate goals put forth in the beginning of the year

Vice President, Experienced and Executive Recruitment

▪ Manage full life cycle recruiting for all areas of Corporate, Investment Bank (CIB) (including Quantitative Research) and Consumer Bank (CCB) Risk for roles ranging from interns to MD
▪ Build strategic relationships with clients across businesses demonstrating advanced knowledge and subject matter expertise within recruitment, and viewed as a trusted advisor
▪  Created, developed and managed the CCB PhD Recruiting Program across all Quantitative Analytic functions across the LOB, hiring a total of 30 full time new PhDs and 6 PhD level interns

Associate, Experienced and Executive Recruitment

Abacus Group, LLC

▪ Identify and cold call viable candidates from various sources including directories, contact lists, internal database, leads, LinkedIn, and personal networking
▪ Interview each candidate to assess qualifications 
▪ Direct and guide the hiring process with each candidate from first point of contact to acceptance of offer
▪  Assist candidates with interview preparation and gather appropriate feedback to provide further guidance
▪ Place qualified applicants for open positions and negotiate contract terms

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