Global recruitment management consulting and training firm led by successful, real world corporate recruiting leaders/practitioners. We help companies of all sizes - from start-ups to big global companies - improve their in-house recruiting capabilities. We help companies raise the bar on WHO they hire and HOW they hire. Our consulting practice focuses on partnering with heads of talent who are transforming their recruiting organizations, defining what good looks like, creating a culture of recruiting, improving strategies and processes, elevating their recruiters to talent advisors, and giving hiring managers the tools they need to hire world class diverse talent. Our highly rated, practical training is customized for our clients and is focused on recruiting strategy and planning, interviewing, closing, talent advisor, and recruiting leadership. Our work has been successfully leveraged by companies across the Americas, Asia, and Europe, including startups to big brands like Disney, Nike, PepsiCo, Amazon, Booking, Target, SAP, Salesforce, LinkedIn, TripAdvisor, Autodesk, Bloomberg, Booz Allen, T-Mobile, NuBank, Starbucks, Nestle, Adidas, IKEA, Slack, and Electronic Arts.Learn more at www.RecruitingToolbox.com

Recruiting Leadership Labs (powered by the team at Recruiting Toolbox) provide hands-on workshops to help talent acquisition managers win in their jobs. Our Recruiting Leadership Labs are 2-day intense, scenario-based workshops for corporate recruiting managers and directors who want to improve their executive influence, business case development, recruiting strategy, diversity strategy, scaling, metrics, and change deployment capabilities - all with a focus on creating a culture of recruiting. Past participants have included recruiting leaders from companies like Nike, Microsoft, Target, eBay, PNC Bank, Facebook, Disney, Bloomberg, Amazon, IKEA, LinkedIn, Zillow, Allstate, NBC, Deloitte, Twitter, Pepsico, and VISA. We typically hold our US sessions in Silicon Valley or Seattle each year, and then hold 1-2 more sessions either in Europe or another US city each year. Learn more about the agenda and eligibility, and check out testimonials from participants here: www.RecruitingLeadershipLab.com

Founded Recruiting Leadership Lab 50, a head-of-TA event and workshop in 2024. Produced, created content, recruited speakers and sponsors, MC'd event, and created marketing and onsite experience. Sold all 50 spots to Sr Directors/VPs of TA from amazing orgs like Walmart, Okta, DoorDash, 7-Eleven, Adobe, Honda, Marriott, Pfizer, AMD, Columbia Sportswear, iFood, ServicNow, Siemens, Oracle, Redbull, and EA Games. www.RLL50.com

I feel fortunate to get to share recruiting and leadership best practices and strategies with talent professionals around the world. I've delivered paid and unpaid keynotes, presentations, workshops and webinars to thousands of recruiting and HR pros. My content and approach clearly resonates, as I've been fortunate to receive top ratings at many of the best conferences in the world. #1 rating at LinkedIn Talent Connect (3 years in a row!)#1 at ERE#1 at SourceCon#1 at Recfest in the UK#1 at iRecruit/HR Tech/Unleash in Europe#1 at TA Global GatheringExample Keynotes: ERE, Sourcecon, SHRM Staffing Management Symposium, Avature User Conference, Australasian Talent, iRecruit/HR Tech/Unleash Other General Sessions/Presentations: SHRM Annual Conference and Talent Management, ERE (over 10 times), SourceCon, LinkedIn Talent Connect (9 times).Conference Chair and MC: ERE, Talent42, Staffing Management, iRecruit, Unleash TA SummitSample Topics:Hiring Managers as your secret (recruiting) weaponHow to create a culture of recruiting ownershipHow to be a strategic talent acquisition proThe 5 critical conversations every Talent Advisor should be able to haveHow to leverage candidate personasHow to scale recruitingHow to lead holistically as a TA leaderFeedback:"Awesome. Best session I've attended. Engaging, practical, actionable." - ERE"His sessions were brilliant. I just want to download his brain" - iRecruit World Talent Conference"When it comes to big brain, big solution, big fun, John Vlastelica is a category killer." - HR Hotspot Podcast HostTop 5 speaker at LinkedIn Talent Connect (2023, 2022, 2019, 2018, 2017, 2016, 2015)"Highest NPS rating ever" for LinkedIn Talent Webinar94.2 NPS rating from LinkedIn Talent Connect 2018 (rated #1 speaker, with 1,000 attendees at my session) and 90 NPS rating for 2023.Watch sample recorded webinars here: https://recruitingtoolbox.com/training/free-best-practices-webinar-videos/

Provide strategic advice to the founders of Social Talent, the best online learning platform for hiring teams. I've been a top rated content provider, bringing some of our best Recruiting Toolbox content to their enterprise customers, for years now. My content is watched 500,000 to 1 million minutes per month. I give advice and insights around content roadmap and marketing, buyer behaviors, and train their enterprise sales teams (virtual and in Dublin at HQ).

Partnered with Carmen Hudson to build Talent42, The National Tech Recruiting Conference, including funding the events, designing the brand and website, recruiting world class speakers, recruiting sponsors and media partners, developing and executing the marketing plan, and MC'ing the event. The event remained profitable from its debut in 2012. Our speakers have included engineering leaders from Facebook, Booking, GoDaddy, Stack, Target.com, Intuit, Zappos, Netflix, Tableau, eBay and Google, as well as recruiting leaders from Uber, Dropbox, Square, Microsoft, Amazon, Pinterest, Disney, Google, Instagram, Zillow, and Lyft, and sourcing experts from top tech companies. This is a part-conference, part-training event, where participants learn best practices for finding, engaging, interviewing, and recruiting world class tech talent. #doesnotsuckI sold Talent42 to ERE Media in December 2018. Details at www.talent42.com

Head of Global Talent Acquisition for this Fortune 500 company. Hired to grow this 6,000+ employee company's global recruiting capabilities and teams. Our team grew year over year hiring by over 70% in 12 months. Led teams responsible for recruiting top talent to Expedia's collection of companies located around the globe, including 4 senior managers, who managed recruiters, coordinators, and program managers that support the largest travel company in the world. Expedia, Inc's companies include Expedia.com, Hotels.com, Hotwire.com, TripAdvisor.com, and Egencia.com.

Recruited back to Amazon to help build out the recruiting organization and infrastructure for what would become the biggest corporate hiring years in the company's history, topping even the insane growth levels of 1999. Made the business case for giant investments in university recruiting (the tech/SDE intern and FTE program more than tripled in size and MBA more than doubled in size). Built sourcing team that supported strategic hiring initiatives. Developed the industry's first use of marketing personas for new tech pipelining model, which impacted recruitment messaging, interviewing rules of engagement, and the way we hired engineers. Led company-wide full-cycle technical recruiting teams, including managers who each led a team of recruiters, sourcers, and coordinators. I was a Bar Raiser for HR hiring. Built and led the event-recruiting model and team (sourcing with a batch interview day), which took hiring and interviewing events on the road, to key markets across the US. This event model is still used today. Built and led the recruiting programs function, which included program managers who owned Amazon's employee referrals program, university recruiting, recruitment metrics and reporting, employer branding, bar raisers, and MRT (Amazon's in-house candidate pipeline and interviewing system).

Hired as Amazon.com's first Technical Recruiting Manager. Built, managed, and scaled a large recruiting team before, during and after Amazon's meteoric rise during the dot com boom. Developed early recruiting and interviewing processes that needed to scale for unprecedented growth, including the build out of Amazon's first interviewer competency model, Bar Raisers program, and Making Great Hiring Decisions interview training program - all designed to help Amazon maintain a high hiring bar at scale. Trained hundreds of interviewers in Amazon's evidence based interviewing approach, and co-led the technical bar raisers program with the CIO and VPs of Engineering. Worked closely with tech execs to build the sourcing, assessment, and closing strategies needed to hire world-class technical talent into rainy Seattle :) in one of the most competitive recruitment markets of the past 20 years. This required our teams to sell opportunities to engineers who often saw Amazon as simply an online retailer with low base salaries, not a true technology company. We tripled the size of the technology org in one year. Launched company's award winning employment branding messaging ("Work hard. Have fun. Make History"), which - along with Bar Raisers and Making Great Hiring Decisions - is still used today, 15 years later, across the globe.

Joined this amazing, people-focused company before cell phones exploded onto the scene. I was an entry level HR guy who quickly progressed into division lead roles around recruitment. It's here that I discovered my calling - recruiting, and here that I first "drank the kool-aid."McCaw was led by cellular pioneer Craig McCaw, and future Netscape CEO, Jim Barksdale...we were named the Best Company to Work For in Washington State 3 years in a row because of leaders who created a culture that made people feel like we were changing the world, and delivered on the promise that we'd "hire and develop great people". In first few years, provided HR generalist and recruiting support to growing teams at division HQ. Quickly discovered I had a knack for tech recruiting, so took on first-ever pure recruiter role in the company (it had been an HR Generalist model since the early days) and then progressed to a leadership role. Asked to travel to field offices to train peers on recruiting strategies and processes and represent the company on national initiatives. In last few years, focused on growing engineering teams across 2 different divisions of AT&T Wireless. As I was approaching my 5 years anniversary, my former VP HR recommended me for a role at Amazon.

Hired into a 6 month temporary role to support the regional sales office and the user group leader for this Steve Jobs company. The economy was bad, so I took this job as a way to get experience working for a technology company. MIND BLOWN. The NeXT OS (which became the Mac OS) was unreal. I geeked out everyday, doing unbelievably cool things on the internet before Netscape brought us the browser, and the masses discovered the web. NeXT's biggest client was McCaw Cellular/Cellular One. The exposure I got to the McCaw people led me to leave and join the wireless revolution of the early 1990s.