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Years Recruiting
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Response Guaranteed
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Placement Guarantee
The Problem
Most recruiting is broken because too many people treat it like a numbers game.
Post the job. Flood the inbox. Send over resumes. Hope something sticks.
That might work when you need a seat filled.
It does not work when you need the right person.
How I Work Differently
The best candidates are rarely the loudest applicants. They are usually busy, selective, skeptical, and not actively applying.
That is why I do not rely on job boards or resume blasts.
I ask better questions. I dig into what success actually looks like — why past hires worked and why they didn't. Then I go find the people who make sense for the role, the team, and the long-term direction of the business.
Because recruiting should not feel transactional.
It should feel thoughtful. Clear. Human.
How I Work
Three ways to work together.
01 / Contingent
Find the One.
You have an open role and need someone who can do the job, fit the team, and make an impact quickly. I handle the search, bring you the right person, and help you close with confidence.
Pricing
20% of first-year salary
You pay when I deliver.
- ✓$2,500 engagement fee to start (credited toward placement fee)
- ✓No ongoing retainer
- ✓6-month replacement guarantee
- ✓Typical time to hire: 2–4 weeks
- ✓Non-exclusive (you can run other searches)
Best for: Mid-level roles, fast-moving hires, trying me out before committing to something bigger.
02 / Retained
Your Hiring Partner.
Some hires are too important to leave to job boards, rushed timelines, or luck. For senior, specialized, or hard-to-fill roles, I work as an extension of your team with a dedicated search, clear process, and full attention from start to finish.
Pricing
Based on scope, seniority, and urgency
Typical engagement: 25–30% of first-year comp. Structured 40% upfront, 30% at shortlist, 30% on placement.
- ✓Exclusive search — I'm not splitting focus
- ✓Upfront strategy session and hiring plan
- ✓Weekly updates and candidate pipeline reviews
- ✓Replacement guarantee through first 90 days
Best for: VP and C-level roles, specialized skill sets, confidential searches, or when the wrong hire costs more than the fee.
03 / Embedded
Your Recruiter, Without the Headcount.
When you're hiring across multiple roles, building process, or scaling quickly, you need more than occasional recruiting help. I step in as your fractional recruiting partner, bringing the structure, strategy, and consistency of an internal team without the full-time overhead.
Pricing
Monthly retainer based on volume and scope
Starting conversations at $8K/month for 2–3 concurrent roles.
- ✓Dedicated capacity, not shared
- ✓Process design, ATS setup, hiring training
- ✓Month-to-month — scale up or down as needed
- ✓Your recruiter without the headcount
Best for: Startups hiring 5+ roles in 6 months, growing teams that need repeatable process, companies between stages who can't justify a full-time TA hire.
How It Actually Works
Every search starts with the right conversation.
Discovery
I ask better questions than “send me the JD.” We talk about the role, the team, what success looks like, and what makes hires fail.
Search
I source, screen, and qualify. You won’t get a stack of resumes — you’ll get people I can confidently stand behind.
Present
When I send a candidate, I tell you exactly why they fit: the experience, the upside, and any risks worth discussing.
Close
I stay through interviews, offer negotiation, and onboarding. The search ends when everyone feels great about the decision.
Background
I have spent nearly two decades in recruiting, talent acquisition, and people leadership.
I've built recruiting functions from scratch, helped companies scale, supported startups through critical growth stages, and partnered with leaders across healthcare, veterinary medicine, technology, finance, SaaS, manufacturing, hospitality, and AI.
Today, through inLink People Partners, I help companies hire with more clarity, confidence, and conviction.
Because the right hire changes everything.
Common Questions
What people usually ask.
Do you work on commission-only roles?
Yes, but I’m selective. If the comp plan is weak or the ramp is unrealistic, I’ll tell you that up front rather than waste both our time.
How fast can you fill a role?
Contingent searches typically close in 2–4 weeks. Retained/senior roles can take 4–8 weeks depending on the market and your interview process.
What if the hire doesn’t work out?
Contingent placements come with a 6-month guarantee. Retained searches include a 90-day guarantee plus one replacement search at no additional fee.
Do you only work with tech companies?
No. I’ve placed roles across SaaS, fintech, e-commerce, professional services, and more. If you’re growing and hiring good people, we can probably work together.
Get in Touch
Let's find the right person.
No pressure, no scripts. Just a real conversation about what you need and whether I can help. I read every message personally and respond within 24 hours.
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