The job market can be pretty rough and tumble. So there's something you should know about my work: I'm invested in changing the very way companies and candidates communicate. And I love what I do. Talent Acquisition is more than a job, or even a career. It's a craft. HR and Talent Acquisition have stood in the shadows for too long while other industries innovated and evolved around them. A couple of recruitment maxims I live by:►Treat people like people I stink at things and so do you. We're human beings, and that comes with the territory. Let's find our strengths and find if they map to what my company needs.► Transparency leads to the best hiring outcomesThere's too much pretense in "professionalism". If one of us is pretending to be something we're not, we'll both find out pretty soon.Before the magic of LinkedIn, recruiting was building relationships and keeping a clean database. I started in recruitment using this and other sourcing techniques for high-level engineering professionals at a boutique technical contingency firm. In the world's largest recruiting firm, I was able to work with client executives and internal HR groups throughout the full hiring life cycle. The dive into numerous companies and varied industries gave more breadth in Accounting, Finance, Sales, IT, and other technical positions. I was able to work in position development, job ads, sourcing, screening life-cycles, and offer submission for numerous clients, including:◆ Morgan Stanley◆ JP Morgan Chase◆ Energy Solutions◆ Verisk Health◆ SolarWinds◆ Younique◆ J.M.I.In recent years, I've been elbows-deep in full life-cycle recruiting, including: employer branding and recruitment marketing, direct sourcing, pre-screening, building hiring projections, building interview processes, offer negotiation, and onboarding.Again, I love what I do. I've seen a vast horizon for companies and candidates if their hiring methods are changed. And I want to help them do it.