Let’s face it… hiring isn’t your superpower.

And that’s ok.

Unless you come from a talent background, chances are you’ve never been trained to:
• Run a hiring process that actually works
• Spot Go-To-Market talent who can build pipeline, not just work it
• Get top performers to say yes to your offer

After years in recruiting, I’ve seen it all: missed hires, flaky candidates, awkward interviews and leaders wasting way too much time trying to figure it out alone.

As a startup GTM leader, you’re already maxed out with coaching, closing, forecasting, and everything else on your plate. Finding and closing top talent shouldn’t be another full-time job.

That’s where I come in.

I help startups hire GTM talent that actually drives revenue. Whether you need a full-cycle AE, a marketing leader, or your first on-the-ground GTM hire, I help you find, attract and close the right people fast.

You’re in the right place if:
• You’re scaling and need sellers who can both hunt and close
• You’re tired of ghosting, slow feedback loops and missed hires
• You know your hiring process is costing you time, deals or reputation

Here’s how I can help:

Direct Hire Placement
• Call to align on your GTM role
• Targeted sourcing and vetting (no spammy resumes)
• Interviews scheduled for you
• Offer and negotiation support included

1:1 Hiring Strategy Session
• Tailored strategy for your hiring bottlenecks
• Walk away with plug-and-play interview flows and scorecards
• Perfect if you’re not ready to outsource but want to level up your process

Think of me as your remote hiring partner, helping you build a high-performing GTM team without losing your momentum or your mind.

Let’s build your dream team together.
www.digistaffingsolutions.com

A recruiter who values not ghosting her candidates told me this recently


While working as an internal recruiter for a beauty brand..
She noticed something interesting

Multiple candidates told her they became customers..
Because the interview experience was that good

So don’t think for a second that the opposite doesn’t also apply...


If you owe someone feedback today, do it before the weekend

It will protect your brand
It's one less thing for you to do on Monday
It might even gain you a customer… or save you from losing one


Happy Friday Feedback!

Repost if someone in your network needs this reminder today

Megan Juliano

Let’s face it.. you aren’t great at hiring!

And that’s ok..

Unless you have a background in talent acquisition, it's likely you haven't received formal training on how to hire effectively, conduct compelling interviews, or attract the right talent

After several years in recruiting, I’ve seen it all—the challenges, the wins, and everything in between 

I know how tough it can be for leaders to carve out time or even figure out where to start when it comes to hiring the right people

It’s why I’m passionate about helping leaders get better at hiring talent

You are in the right place if you..

- Struggle to secure the right talent for your team

-Consistently have candidates ghost interviews and decline your offers

-Know that you need to strengthen your hiring process and aren’t sure where to start


Here’s how you can work with me:

Direct Hire Placement

- A meeting to discuss your role
- Preliminary vetting handled for you
- Resumes sent directly to your inbox
- Interviews scheduled and put on your calendar
- Negotiations handled and verbal offers delivered for you

OR

1:1 Coaching Session

-A focused 1-hour session with me
-Together we will identify and address your hiring challenges
-You will walk away with actionable tips and strategies to implement immediately


Think of me as your go-to hiring partner—here to help you navigate the ever-changing world of recruitment with confidence
‍
Let’s build your dream team together!

www.digistaffingsolutions.com

On a mission to eliminate ghosting from your interview process

In 2016, I had zero self-confidence

I was in the wrong relationships

I carried jealous bones in my body

I wasn’t showing up as a good friend

I gave up on myself more times than I could count


In 2024, I felt something shift 


I married my husband

Started my staffing company

Rebuilt and built new friendships

Strengthened my relationship with God

And I got honest about who I am and who I want to be


Do I have it all figured out?
No

But I know this for sure

If you don’t believe in yourself…
Why would anyone else?

Most hiring managers know how to fire
Very few are actually taught how to hire


I’ll be honest: When I was in the hiring seat, I was winging it


I’d walk into every interview with..

The same generic list of questions

A printed resume I’d barely skimmed

An assumption that HR would "handle the rest"


It wasn't until I transitioned into recruiting 
that I realized how much I was missing..

I learned the "science" behind hiring:

The Preparation:
Knowing the "must-haves" vs. "nice-to-haves" before the Zoom starts

The Inquiry: 
Learning how to dig for behaviors, not just scripted answers

The Follow-Up
Understanding that a candidate's experience matters


If you want to get better at hiring today..
Follow up with every person you interviewed this week

If they aren’t a fit, let them know respectfully
If they are, send a note to keep them excited about the next steps

Ghosting is a brand-killer
Communication is a talent-magnet


My first "Friday Feedback Day" newsletter just dropped..
Subscribe to see me in your inbox every Friday morning
https://lnkd.in/e_yGadme

Being a disorganized recruiter will cost you talent

I had to learn to run my schedule, otherwise it runs me


Here are the 5 things I do every day to keep the needle moving:

1. I wake up early to eat, workout/stretch and get sunlight to get my mind in the right space before I jump on my computer

2. I review my to-do list and highlight the non-negotiables that must get done that day

3. I carve out specific time for LinkedIn, Instagram and TikTok to post and engage

4. I block time to hunt for top talent and sync with my recruiting partners

5. I block time to prospect and catch up with my current clients


How do you stay proactive vs reactive?

The biggest mistake I see tech founders making in 2026? 
Waiting for a resignation letter to start their search


In a startup under 200 people
an empty seat doesn’t just slow you down
it stalls your entire roadmap


The math is brutal:

41% of top-tier talent isn’t looking, but they are listening

A 60-day vacancy costs 3x the hire’s salary in lost momentum 
and team burnout


It's why I don’t just find candidates

I curate a living ecosystem of vetted talent 
months before the hiring request ever hits my inbox


Founders: Don't start from scratch when the pressure is on

Job Seekers: Don't wait until you're unhappy to see what's out there


Every week, I share a snapshot of vetted talent 
and exclusive roles in my newsletter


Let’s get to know each other before you need me

Link to subscribe in comments

AI can screen 1,000 resumes in 10 minutes but it can't tell you if a candidate will quit when things get difficult in month 6


It's why skills-based hiring defeats resume-based hiring

A senior title at a 10,000-person company does not always translate to success in a 50-person startup

Big Tech teaches you to manage a machine
Startups require you to build one 


When I meet with candidates for companies under 200 people
I look for:

Adaptability: Can they build a process, or do they just follow one?

Adjacent Skills: Do they understand or are they willing to learn the specific landscape of your vertical?

Human Intuition: AI cannot gauge the genuine interest a candidate has in solving your specific problem.. but I can.


Automation is for efficiency
Human intuition is for retention

What is the one human trait you refuse to automate in your hiring process?

If you don’t offer some level of remote flexibility
you will have a harder time attracting talent

This isn’t my opinion
It’s a market reality

I’m not telling you whether you should offer it
That’s your call

I am telling you that your roles will take longer to fill
because your competitors are offering it and you aren’t

Let’s be clear:
Remote flex ≠ 100% remote

Remote flex can mean:
 • A flexible schedule
 • Working from home 1–2 days a week
 • Taking a remote day when life happens

Not everyone wants to be fully remote
Plenty of people are happy to be in the office 5 days a week

But they like knowing they can work from home when:
 • Their kid has an appointment
 • They’re under the weather
 • Life throws a curveball

The key isn’t how often they use it
The key is that you offer it

What’s your take on remote flex?

In honor of winning my fantasy league this year…

Here’s a hiring truth more teams need to hear.

Recruiters are the quarterback.
Hiring managers are the head coach.

Yes, recruiters run the process.
They call the play.
They throw the ball.

But if no one is clear on who’s catching it
or why they’re on the field
the play falls apart.

Hiring managers know their team best.
They know what’s missing.
They set the direction.

Recruiters execute.
But hiring managers have to own the outcome.

Agree or disagree?

Most people don’t expect to hear back from job applications anymore

That’s not pessimism
It’s conditioning

This week on JobGhost: The Podcast
It’s just Devon and I riffing 

We talk about how we met
What we’re building
And the cost of ghosting

During our convo, Devon shares that he applied to around 2,000 jobs
And barely heard back from any

No rejections
Just silence

The episode’s live on Youtube and Spotify

If silence has been part of your job search,
I’d love to hear how

The average tech job board is a black hole

You apply, you wait and you rarely hear back

I’m currently partnering with several companies 
and can help you bypass that noise


Here are three roles I’m actively recruiting for:

Full-Cycle Account Executive - Boston/Remote (Must be EST/CT) 
Experience w/ multi-layer software sales, healthcare a plus
$100k–$120k base + OTE is about double that

Senior Front-End Engineer -Onsite in NYC
Need React/Typescript and amazing UI/UX taste
$160k–$210k base + equity

Enterprise Sales Lead - NYC or San Francisco
Must have experience selling blockchain-based financial products
$150k–$250k base + equity



Want to stay in the know?

Every Friday morning I'll be sharing hiring insights, job search observations and snapshots of the roles I’m working on over on Substack

Join the Friday Feedback Club here: https://lnkd.in/e8BfXZ-9

We are 90 minutes away from the last episode of my Recruiter Blueprint series

We’re diving deep into..

Building your brand using Linkedin
Adding coaching to your offering
Developing software
Creating courses

Come ask Steven Farmer 👨🏻‍🌾 and I all of the questions..

https://lnkd.in/eYJ3W3hS

You aren’t hitting a ceiling because you’re bad at recruiting
You’re hitting a ceiling because your model is designed to trap you


Most recruiters and coaches are excellent executors
Stuck in broken systems


If you stop working, the revenue stops

If you take a day off, the pipeline freezes

If you scale, you burn out


That’s not a business; that’s a high-stress cage


In exactly 2 hours, Matthew Wohl and I are going live to hand you the blueprint to break out


We're diving deep into:

The Bottleneck: Getting out of your own way

The Leverage: Using positioning to attract customers

The Scale: Implementing systems to scale without burnout


This is Episode 2 of my Recruiter Blueprint series 
If you missed Episode 1, don't miss this

TODAY | 10:00am EST
Bring your hardest questions

Register here: https://lnkd.in/e2k5e7af

Outplacer / RME / TWG | 3000+ Candidates Supported | Ranked #1 HR/Recruitment creator in Canada by Favikon | #1 Outplacement Service in Canada 🇨🇦 |

Edward Mangini

Most recruiters aren’t bad at recruiting

They’re stuck inside a model that caps them

Good at what they do
Wrong structure

On Tuesday, I'll be sitting down live with Matthew Wohl for Episode 2 of my Recruiter Blueprint series

We'll cover:
Scaling without becoming the bottleneck
Why positioning creates leverage
Systems that don’t burn you out

If you’re a recruiter or career coach, this is for you

Live Jan 13 at 10am EST
Bring your questions: https://lnkd.in/e2k5e7af

I’m helping a fast-growing startup hire an early outbound role

This is not a set meetings and pass it along job
It’s owning pipeline end to end

You’ve done outbound before
Built lists, wrote the copy, followed up, handled objections
You understand how brands buy

Agency or startup experience needed
NYC onsite five days/week

Early team
Close to founders
Measured on revenue

Up to $150k base
Equity

If this feels straightforward you’re probably a fit

Recruiting is changing..are you? 


Most recruiters are stuck in the placement hamster wheel 
But the best are adding other offerings to their business

They’re turning their expertise into:
Coaching practices
Digital brands
Software


On Tuesday, I go live for episode 3 of my Recruiter Blueprint Series

I’m sitting down with Steven Farmer 👨🏻‍🌾
Founder of SK Consulting / Farm Club
Director of Product & Strategy at Daialog

He’s bringing the "human" back to hiring
While simultaneously solo-recruiting and coaching job seekers


We will be covering..

The mindset shift from employee to entrepreneur
How to turn recruiting into high-value coaching
Building software to make the process better


If you want to see how the new recruiter operates..
You can't miss this

See you there!

Your long, drawn-out interview process doesn’t signal rigor
It signals slow decision-making and internal friction

I talk about this in my newsletter this week

 It was sparked by a conversation with a friend who’s actively job searching

I took it to TikTok and… yeah..the crowd was roaring lol

If you interviewed anyone this week
Let them know where they stand before the weekend

If you were interviewed this week and haven’t heard back
Stop waiting and take control of your search
Ask for the update

Silence isn’t strategy
Communication and moving at an appropriate pace is

The "Wrong Structure" is the silent killer of recruiting businesses


You can be the best recruiter in the world
but if your model doesn't allow for scale
you'll eventually hit a wall

Stop being the bottleneck

On Tuesday, i'll be sitting down with Matthew Wohl for episode 2 of my Recruiter Blueprint Series

Live at 10am EST
Bring your hardest questions

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