Bear Recruiting

Co-Founder

Cardone Training Technologies, Inc.

Sales & Marketing Manager

Smith & Nephew

Account Manager-Biologics

Align Technology

Territory Manager

Electronic Systems - A Xerox Company

Account Executive

I help companies in the healthcare and manufacturing industries solve their hiring problems and deliver recruitment and talent acquisition solutions for their specific needs.

Myself & Keith Lee (Co-Founder) founded Bear Recruiting as a boutique, full-service recruitment firm that works closely with clients to find world-class talent for their organization no matter what stage of business they are in. 

We've created an efficient and fine-tuned process for finding top talent that reaches well beyond typical job board applicants.

★ HOW WE DO IT ★

We manage the process from start to finish. By leveraging our proprietary resources, cutting-edge technology, and years in the field we are able to find the best talent for any sales specialty.

🎯 Diligence - Thorough review of the job requirements combined with intense local market research to pinpoint candidate opportunities.

🎯 Experience - Understanding the market and specialties allows us to help you make informed, critical hiring decisions

🎯 Align & Retain - Company culture and goals must match the candidate's personality, character traits, and track record of success.

★ WHAT CLIENTS ARE SAYING ★

✅ "We were able to get right in front of our ideal candidates in a shorter amount of time. We couldn't afford to sit back and hope for people to come to us, we had to go to them and that's exactly what Bear helped us do." - A.A., CEO

✅ "I always say that you guys were a godsend! Bear understood exactly what we were looking for in terms of quality personnel for our growing team.  Bear knows how to find the right people." - J.S., Vice President

✅ "I'm grateful to have partnered with Bear. They are very detail-oriented and professional in their approach. We really appreciate their hard work and dedication in finding us the best candidates for our company." - B.W., President

It's not uncommon for me recommended candidates to my clients that maybe aren't an exact fit on paper.

The ones who I know are impressive and who are winners regardless of experience.

Granted I make sure they check the box on most of desired items from the hiring manager, it's not like I don't listen at all.  Some things are non-negotiable but I also use my best judgement.

There have been very few times, where I've recommended a hiring manager take a call with a candidate that wasn't totally in line and they weren't glad that I pushed them a little to do it.

In fact most of those situations led to candidates moving past the 1st round of the process and of course some getting hired.  If had my fair share of "I'm glad you introduced them to me."

Some might look at it and think "why is he sending me a candidate that doesn't have X?"  

It's because there is another factor I identified that I believe should be worth consideration and I'll gladly explain that.  

It's not that I know better than they do, but I've been through enough cycles to know that maybe a candidate is worth taking a closer look at.

Still, some are more concerned with short-term results and might think I'm way off, but I do it with good intentions of connecting our clients with the best talent.

There is a difference between a recruiter submitting candidates just to do it, and one that trusts their ability to decipher who might not be the obvious choice up front, but ultimately the right hire.

Kevin Kilday

Thank you, but we'll go ahead and take a pass on that...

Recently had a company come back to us with a bunch of red lines on our agreement.

Completely unreasonable requests to our T's & C's.  At least unreasonable for us.

"This is what all of our recruiting partners agree to."

I'm glad you found ones who will agree to it, but we aren't them and we aren't all other recruiters as much as we'd love to help.

At the end of the day, as a hiring company, you want your search partners to be excited, incentivized, to prioritize you and your roles.  There has to be common ground on the agreement for it to make sense.

We tried to communicate this but there was no budging.

Don't believe your problem will be solved because 4-5 agencies agreed to your terms.  

There are some recruitment agencies that incentivize their biz dev people just to get an agreement in place so of course they'll say "sure that works for us!" no matter what you offer.

There might be a reason the company was looking to add another agency into the mix.  

Maybe they weren't seeing the results because the agencies realized it was not favorable fees/terms whatsoever and put the positions on the back burner.

I'm not saying to never negotiate.  But if there is a pattern of little success and multiple agencies, this could be a reason why among others.

Has to be exciting and win-win for both parties.

Don't "relationship" yourself out of business...

A lot of business owners and salespeople are either too transactional or too relationship-driven.

They are on the extreme end one way or the other rather than being somewhere in the middle that fit's their product/service, industry, typical sales cycle, and customer profile.

How can someone be too relationship-driven?  Isn't it ALL about relationships?

They are obviously important.  However, the ones who take it to the extreme end up never asking for a meeting, never asking for the business, never moving the needle.  Sales are flat or declining.  

They think that just because they've had some good dialogue a few times and share a favorite football team with a prospect, that prospect will automatically run to them when they have a need (sometimes it happens).

This thinking is a huge mistake.

At about the same time, a competitor who was more assertive swooped in and took the business.  Then you're in shock when you find out.  You feel betrayed.

That goes for new clients and current clients that they're already working with.  Previous success with a client doesn't guarantee future success so you can't get complacent in the partnership.  

On the flip side, some are too transactional and short-sighted.  Trying to get money in now with no desire to to have long-lasting partnerships or trying to get to know their clients at all.

At the end of the day, you have to try and figure out what kind of buyer/customer you're dealing with and which you way you tend to conduct business and balance it out.  

There are definitely some who are more transactional and some who are more relationship-driven.

If you try to relationship sell a transactional person you will get frustrated.  If you try to transactional sell a relationship person you will get frustrated.

Over the long run, you'll likely have a mix in your client base and that's perfectly fine.  

3 interviews with candidates lined up and 1 candidate already moving forward in the process...

In a week and a half.  After being told it's impossible to find anyone with that background in that area.

This is what we've done for our client who was looking for an operations leader in a complex environment.

Other recruiters came up empty-handed.  Internal efforts yielded no results.  

So why are we having early success?  Not exactly sure without knowing how the search to that point was conducted by other recruiters.  We just did what we know to do.

I can't tell you how many times we've been presented a challenge, a hard to fill position and have been successful.

Is it a win 100% of the time? No. We aren't perfect.  But many times we have done it and delivered.  

The difference is that we look at that challenging position from a clean slate.

Doesn't matter if other recruiters weren't successful.  Doesn't matter how hard the company says it is to find people.

This thinking has served us and our clients well.


"Hiring is put on hold for this position"

Words that no candidate or recruiter likes to hear.  Especially when they've invested time into multiple interviews.

Those who are hiring should be as certain as possible that they can extend an offer or at least provide a future potential start date before interviewing.  Set the right expectation.

However, hiring freezes do happen.  Holds happen.  Things change internally and that's fine as it's part of business.

What is unacceptable is a lack of communication, not providing transparent feedback or updates to candidates who have invested time and have interest in your company.

It's not hard to say "here's what's going on" and give a truthful explanation.  It shows professionalism and respect for the candidate's time.  Better that than silence for weeks.  

At least if you're providing timely feedback, you have a chance of that candidate still being interested if/when hiring opens back up and they are still available.

When you aren't communicating it's a potential reflection of the work environment and might scare that candidate away for good.

Make this a priority in your hiring process.

Our client had their eyes on a particular candidate.

Working for another company in the same industry.

They attempted to reach out and make contact with the candidate, but never got a reply.

We didn’t know of this candidate when we began the search.

We came across them, made contact, presented the opportunity, gained their interest and moved them into the interview process with our client.

Our client was thrilled and asked how we were able to engage with them.

We reached out on the same communication channel but also others.

That was only part of it.

The candidate had just assumed for different reasons that it wouldn’t be a fit which is why they didn’t respond initially.

We answered questions, talked through it all and the candidate was confident in moving forward.

Sometimes it just takes a trusted 3rd party to be the facilitator.  

You never know what a candidate is thinking when you reach out.

And just because they didn’t respond doesn’t mean they aren’t interested.

You just have to take the right angle and approach.

Job searches can challenge you.

I've talked to people recently who are even questioning staying in an industry they've spent most of their career because they're having a hard time finding that next right opportunity.  They feel stuck.

If you are dead set on an industry and there is no doubt that you know what you want, then the right thing to do is persist until it happens.

On the other end.  It's perfectly fine to question what you REALLY want to do.  There is nothing wrong with it.

Some just want any opportunity they can get.  That is also perfectly fine.  The opportunity will come.  

Just because you're familiar with a specialty and you're great at it doesn't mean it has to be the end-all be-all.

Although stressful, career transition periods are a great time to re-evaluate.  

This could mean exploring new industries, starting a business, going back to school, learning new skills, studying to become a subject-matter expert in a new field, starting a social media channel, turning a hobby into a profession, or a combination of these things.

The mental roadblocks happen when you feel like you're running in circles in a crazy job market.

It's hard to think clearly and creatively after you've applied to 25 jobs that day, had multiple interviews in the week, or are in a rut because interviews aren't happening.

Now, not everyone has the luxury of time to figure things out.  There's mouths to feed, bills to pay, and you have to make a living.

But the point is, you're going through whatever it is for a good reason, you just might not know what that is yet.  Just keep going! 

Whatever the situation is it always works out as it should and that should give you confidence when making career decisions.


Within the last week we established 2 new partnerships...hiring executives who we are going to support with finding the right people for their openings.

What's great about this is that it's people who we already know and had somewhat of a relationship with.

2 different VPs who were seeking a new opportunity not too long ago.  

We had conversations around their job search, provided guidance, and assistance where we could although didn't necessarily have an opportunity at the time. 

Now they've landed in new roles, are hiring and wanting to work with us again on this front.

I appreciate that and respect it because many say it but it never happens.

So when it does as in these situations it makes it all the better. 

Continue to help, continue to network and build relationships, continue to provide value where you can.

Do it without expectation and you'll be pleasantly surprised when it comes back around.

Received this in the mail.

This was such a nice gesture from my candidate who was interviewing with our client.

She sent it before there was any offer, just to say thanks regardless…awesome.

Well…fast forward, she did get the offer and accepted it!  

I know this is person is a rockstar and will do incredible in the new role.  Happy and excited for both her and our client.

By the way, those chocolate candies were some of the best (maybe THE best) I’ve had.

❗ Incredible capital equipment & disposables opportunity ❗ 

Will consider someone living in one of the following states...

Mid-Atlantic Region: North Carolina, South Carolina, Virginia, DC, MD, or Delaware. 

Northeast Region: Mass, Vermont, NH, CT, RI, Maine 

Looking for experience calling on CV, CT, Vascular, Vascular Transplant, Microsurgery, Neuro surgeons with products used in O.R.  

Unique situation to take over under-worked territory with a current account base. Company will be releasing upgrades in the near future, so big opportunity to convert current customers to updated products.

No other competition in the U.S. market with these products.

Of course will be required to bring on new accounts as well, so access to hospitals and call points in region is very important.

1st year- $75K base pay with healthcare covered 100% by employer for entire family.  $200K+ realistic opportunity.

Company is established, stable, and growing.

Reach out if interested in discussing!

I still make some cold calls for business development...

It's not 200+ a day like previous roles I've held.  Much more targeted and strategic.

Do I HAVE to?  No.  I do delegate some of those responsibilities but there is still room to do it.  It's also a skill I don't want to ever lose.  Use it or lose it.

I don't really want to make the calls.  Whether I want to or not doesn't matter.  They work so therefore I do them.

I have solutions that help companies with arguably the most important aspect of the organization which is the people.

There's people looking for their next opportunity.  The more companies I work with the more people I help land new jobs.

I have loved ones depending on me along with personal goals.

The reasons why and motivations are there.

So sometimes it requires doing things I don't "want" to or "feel like doing".

What's amazing is when you confront those types of tasks you get energy in return.

The same as if you don't want to workout, you don't want to clean up the house, etc.

Next task you have today that you don't want or feel like doing, tackle it.  Head on.

Look at how much better you feel and the energy that you get back.

Now, on to some cold calls...probably to a few people who might read this.  Get ready! 🤣  

Are you solution-oriented?

In today's crazy competitive business world, having a solution-oriented mindset is the key to excelling in the market.

Solution-oriented people don't waste time complaining about problems. They jump right in and find answers. 

They're all about tackling challenges head-on, rolling with the punches, and staying ahead of the game.

They know it's about putting the customer first.

By consistently solving real problems and delivering value, they build loyal client bases and become trusted go-to experts.

In a world full of challenges and fierce competition, being solution-oriented isn't just a nice-to-have—it's a must-have. 

Embrace the power of being solution-oriented, train your brain to focus on finding answers, and watch awesome opportunities come your way.


I can give a hiring manager a list of all of the candidates in "X" city with "Y" experience in "Z" industry, no problem.  It might be 1 person or it might be 100.

That's not where the true value of a recruiter is. 

The hard work starts when it's time to reach out to those candidates through multiple channels, gain their interest, present a new opportunity, conduct phone screens, deal with candidates ghosting (happens both ways unfortunately), emotions, following up, making sure they show up for interviews, following through, answering late night calls and emails with questions, etc.  

Sometimes for weeks or months on end for one search.

For hiring companies that don't have the resources OR just need more of them to support the effort that is required to land you your ideal candidates, this is where working with a recruitment agency will benefit you greatly.

Generally speaking, and there are exceptions, the more specific the job requirements are the smaller the candidate pool is, the more time and effort that will go into the search... and the less likely you'll hire someone from a job posting.

Keep this in mind BEFORE you run into obstacles or can't find anyone.

Most of the time it's not necessarily that you CAN'T find who you're looking for you just haven't applied what is required to find and hire them as mentioned above.

And that's either because you don't have the time, the "know how", or enough help/resources to execute a proper search.

Indecision often holds back job seekers and hiring managers, but a career move or hiring decision doesn't have to be perfect – it just needs to move you forward.

We tend to focus on short-term consequences, the long-term effects of our decisions are what truly matter. 

Even if a choice seems less than ideal in the moment, trust in the bigger picture and the lessons each decision can teach us.

A decision doesn't have to be labeled as "right" or "wrong" it can just be a decision.

In your career or as a hiring manager, making informed decisions quickly is crucial for success. 

The faster you can make an informed decision, the sooner you'll be on the path to achieving your goals or desired result.

There is an element of risk to every hire.

There is no situation where you can be 100% certain that your new hire will work out, be there as long as you’d like, and exceed expectations.

We’ve had a candidate that was seemingly the best possible match get hired then leave after a week.

There's been "ideal" candidates that have failed to perform. 

There's so many variables.

You can do your best to limit the risk and filter it out in the beginning but anything can happen.

The mistake is thinking that a specific candidate avatar is the total limiting risk factor so therefore you only hire based on that avatar.

Sure, many times a specific profile of a candidate is a good indicator of success based on previous hires.

Someone in a hiring position might have a fear that if they don’t hire a specific profile by company standards, it might not work with anyone else.

Completely understandable. There’s a lot of pressure to make the right hire for obvious reasons. It's a challenging dynamic.

Rather than going off of intuition and confidence if they have an outside of the box candidate they really like, they make the safe play and go with someone else.

They might like a particular candidate but because they don’t fit the mold, IF they took a chance and hired that person AND it didn't work out, it would look bad.

Trusting the gut, even though it might be a perceived higher risk.

It's not easy to hire against the grain but this is often how you uncover diamonds in the rough.


Make it easy to work with you...

In today's fast-paced business landscape, the ease of doing business has become a critical differentiator. 

Companies that prioritize simplicity and streamline processes will continue to thrive. 

Clients gravitate towards companies that make their lives easier and value their time. 

When choosing between equally competent providers, clients will opt for the one offering a more streamlined experience most of the time.

It's about positioning yourself at the go-to partner by:

-Simplifying processes
-Prioritizing communication
-Leveraging technology
-Offering tailored solutions
-Fostering a culture of excellence

Being easy to work with is a necessity.  

By prioritizing these things you can become the partner of choice in your industry. 


"You're not going to find (insert position type) in this area."

I've heard this a few times recently from clients for positions that are on-site.  

True in some cases.  Not true in others.

I like to respond with...

Why do you say that?
What have you done to find these types of candidates?
When was the last time you looked?
If there were local candidates, would you know how to compile a list of those people to reach out to?
Are there other companies in the area that have similar positions?
What experience might be transferable and trainable?
How have you found your previous hires?

And a few more follow up questions...

Usually there are some gaps uncovered right there.  It's not unusual for us to do a quick search and find candidates in the area.

However...if indeed there are not these types of candidates local, then what?

Might seem obvious...

-Offer relocation assistance
-Sign-on bonuses
-Offer the upper-end of the market rate pay scale
-Offer an appealing benefits package
-Offer performance bonus opportunities
-Partner with local resources such as universities if there any
-Consider candidates with less experience but can be trained
-IF AT ALL possible, offer hybrid or remote options.

There has to be a "wow" factor.  It has to be a very enticing offer for someone to relocate to a smaller, lesser-known city.  

There must be serious drivers for them and upside to the opportunity.  They have to be able to see and visualize how their lives will be for the better.

The hard part is, each individual candidate is different.  They value different things, so you never know what the one thing might be.  Sometimes it's trial and error. 

It's not easy or comfortable coming to grips with the fact that it's going to cost more to bring on certain talent or change the work culture from how it's been the last 30 years by letting someone work remote.

It can be frustrating, it can cause worry, stress, expensive, etc... but if there's positions that you can't afford to have vacant it's either adapt or continue to struggle.

While some principles are universal, leadership roles require unique skills at different levels:

Generally speaking and from a macro level...

-Managers focus on daily operations and short-term goals, emphasis on communication & delegation

-Directors develop strategies and align objectives, excel at strategic thinking and cross-departmental relationships

-VPs drive initiatives and contribute to strategic decisions, high-level business acumen and financial understanding.

-C-suite sets direction and is accountable for performance, major organizational decision making

-Business owners bear ultimate responsibility for all aspects.  Industry knowledge, growth vision, and resilience.

Obviously there is cross-over, especially depending on the size of the company.  The smaller the company the less separated one could be from the next.

However, companies should provide targeted training and growth opportunities to support leaders at each level, ensuring future success to those looking to elevate their career within.

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