À la carte Services
Recruiting & Sourcing, Interview Prep, Job Search Coaching
As a recruiter, coach, and fractional executive, I am frustrated with the recruiting/hiring process and how badly broken it is. It started breaking down when ATS’ became the crutch and replacement of human interaction. AI is used by companies to screen applications, send out rejection letters, and in some cases, conduct the actual interview. On the flip side, a growing number of companies sell services to job seekers to use AI to rewrite resumes that perfectly match job postings, and automatically apply candidates to jobs. AI can be used during an interview, providing candidates answers to interview questions as they are asked. Technology is good, but it cannot replace human interaction.
In my opinion, the recruiting process begins with a needs analysis. Before a company ever writes a job description or interviews the first candidate, they need to determine why they actually need a new employee. With my Keep It Simple Stupid (KISS) mindset, there are only two reasons to hire a new employee and they are growth or replacement. Every new hire can fall into these two categories. In both cases, a company should examine the current staff to determine if suitable skill sets are available for the need. If not, the fun begins and the recruiting process goes into full swing.
For over 10 years, I have been working with executives and companies to try and fix this problem, one person at a time. I have averaged 4 candidate submissions to clients for each hire, filled vacant seats that were costing thousands of dollars, and cut the overall time to interview/hire by 75%.
Recruitment as a Service (RaaS)
Recruitment as a Services (RaaS) is a monthly subscription recruiting model that is perfectly suited for businesses that need to make a few (5-25) hires at a time throughout a year. This model also eases the burden of a huge commission payment associated with other recruiting services. Unlike traditional agencies, RaaS solutions are priced based on a reasonable flat fee per month, not a percentage of the candidate’s salary.
RaaS is more than just sourcing candidates. It is helping you to define your hiring needs, analyzing the compensation required (not what you are willing to pay) to attract top talent, and then building the job description (skills needed) and interview process for success. To get the best people, you need to attract them differently, which means your hiring process, your sourcing, interviewing, and recruiting, needs to change.
In early-stage companies, every team member needs to directly contribute to revenue generation and strategic growth. Diverting key personnel from their primary responsibilities to handle recruiting can lead to missed targets, delayed milestones, or even stalled investment opportunities. By outsourcing your recruitment and other non-core functions through RaaS, your team can stay focused on what matters most: building the business. We take on the heavy lifting of hiring, so you can concentrate on driving growth.
Contingency Recruiting
Contingency Recruiting is ideal for companies with occasional, high-priority hiring needs. When your internal efforts fall short and the right candidate seems impossible to find, that’s when you call SalesGuyBob. I don't promise to deliver "purple squirrels." What I do is identify the missing link in your search strategy. I uncover where your process is breaking down, recalibrate your approach, and find the right path to attract the best-fit candidate.
Every engagement begins with a situational analysis to pinpoint the obstacles in your hiring process. From there, I craft a focused action plan and execute it with precision. I evaluate everything, starting with your job description. Does it clearly communicate the role’s real requirements? Can a candidate explain how they meet those needs?
I typically present only 4–5 highly qualified candidates, each one vetted specifically against your criteria. My role is to show you not just who to hire, but why they’re the right fit. Thanks to my methodical approach, deep recruiting expertise, and relentless drive, I consistently reduce time-to-hire by up to 75%, saving you time, money, and missed opportunities.
Executive Coaching and Training
Job seekers, if you’re tired of being rejected, ghosted, or stuck in the endless cycle of online applications, it’s time we talk. I’m the guy who helps you get your confidence back, and gives you a proven system to take control of your job search. Through a focused 3-month intensive, I’ll teach you how to stop applying for jobs and start selling yourself like a pro.
I treat your job search like a sales process, because that’s exactly what it is. Together, we’ll:
Craft a clear, compelling Elevator Pitch (in just 10–15 seconds) that defines who you are and what you bring to the table. If your pitch starts with “Well, um…”, we need to talk.
Build a targeted pipeline of companies and decision-makers.
Launch a 3-touch outreach strategy to get attention and earn real conversations.
Prepare for a modern, results-driven interview process that sets you apart.
Tackle job offers and salary negotiations with confidence and strategy.
No more bulk applications. No more aimless scrolling. You’ll learn how to focus on the roles you actually want, and connect with the people who want you. 80% of executives that follow the program have been hired. Almost 200 executives have retained me to help them with their job search.