• Career Transition into Recruiting:

  • Started with minimal formal training (just 1 hour of technology overview)
  • Learned through direct candidate conversations
  • Used honesty about experience level to build credibility
  • Focused on understanding core technical roles/skills

• Candidate Assessment Methodology:

  • Evaluated candidates’ ability to explain their work clearly
  • Assessed how candidates communicate technical concepts to non-technical people
  • Used candidate explanations as learning opportunities
  • Focused on understanding both skills and communication ability

• Business Development Framework:

  • Started with referral-based networking
  • Leveraged existing professional relationships
  • Utilized community connections (e.g., children’s sports networks)
  • Transitioned from contingency to RPO model for stability

• RPO Business Model Approach:

  • Focus on companies hiring 3+ positions
  • Provide full work product access (not just placements)
  • Lower cost per hire compared to contingency
  • Offer scalable recruiting support

• Partner Selection Criteria:

  • Long-term prior relationship (14+ years)
  • Complementary networks and skills
  • Matching energy levels and work ethic
  • Demonstrated initiative through community involvement

• Infrastructure Development Process:

  • Started with free/low-cost tools
  • Built foundation before active recruiting
  • Focused on establishing brand and website first
  • Allocated 6-month runway for setup

• Client Qualification Framework:

  • Must be primary decision maker
  • Direct hiring authority required
  • Clear decision-making process
  • Avoid multi-layer approval processes

• Technology Integration Strategy:

  • Started with free tools (SmartRecruiters, ZipRecruiter)
  • Graduated to paid tools as needed (PCRecruiter)
  • Focus on efficiency-driving tools (e.g., Calendly)
  • Continuous evaluation of new technologies

• Candidate Screening Question:

  • “$5,000 professional development” question to assess:
    • Career direction
    • Professional interests
    • Growth mindset
    • Technical curiosity

• Remote Team Management:

  • Balance remote work with in-person activities
  • Regular team building exercises
  • Maintain strong communication
  • Focus on relationship building

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