Recruiting partner · employers & candidates
Jason's Recruiter Service is built for teams that need credible slates fast—and for candidates who want a strategist in their corner through loops, references, and negotiation. No black-box processes, no ghosting, no mystery metrics.
Whether you are building a team or building your next chapter, the work is different—but the expectation is the same: clear communication, tight feedback loops, and outcomes you can explain to your board or your family.
You are competing for the same ten people as everyone else. Differentiation is not a prettier careers page—it is how candidates experience your loop.
You want leverage without burning bridges. You want prep that respects your time and your nervous system.
Engagements are scoped in chapters so you can start focused and expand only when the work earns the next investment.
Full-market maps, stakeholder alignment, calibrated scorecards, and weekly slate reviews. Ideal when the role is visible internally, the cost of a miss is high, and you need one accountable partner—not a parade of agencies forwarding the same three profiles.
When you need velocity but refuse junk volume, we run tight boolean, warm referrals, and community routes—then debrief every decline so your bar sharpens instead of drifting.
A two-week diagnostic on inbound, outbound, agency usage, and interview conversion. You leave with a prioritized backlog: JD clarity, stage owners, SLA between recruiting and hiring managers, and realistic time-to-fill.
Messaging that travels: one-pagers for candidates, talk tracks for execs, and email templates that sound like your best hiring manager—not like compliance copy.
Rubrics, shadow scoring, and panel coaching so interviewers stop freelancing. We reduce false negatives (great people who freeze) and false positives (great storytellers who cannot ship).
Comp benchmarking, creative levers when cash is capped, and closing plans that respect counteroffers and competing timelines—without turning into a hostage negotiation.
For leaders exploring quietly: market soundings, warm intros where appropriate, and a communication cadence that protects your current role while keeping momentum.
Thirty-to-sixty-day bursts alongside your internal recruiters: sourcing support, hiring manager coaching, and candidate experience QA while you backfill headcount.
A simple spine you can repeat across roles. Details flex by seniority, geography, and compensation complexity—but you never wonder where you are in the arc.
Success profile, constraints, loop owners, and what “great” looks like on day 90.
Market scan, target companies, and realistic timelines given your bar.
Outreach, warm paths, and candidate storytelling that matches your stage.
Slate reviews, feedback synthesis, and scorecard tuning—weekly or faster.
References, diligence, offer design, and start-date planning without drama.
Stakeholder interviews, scorecard v1, sourcing map, and first introductions where the market allows. You see names, not decks.
Calibrated shortlist, loop improvements based on early signal, and honest readouts on compensation reality vs wishful thinking.
Either a signed hire with a clean transition plan—or a documented pivot strategy if the market moved. No infinite “we’re still looking” limbo.
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Practical answers to the questions hiring managers and candidates ask first.
Tell us what you are hiring for—or what you are quietly exploring. If you only want the occasional sharp email, subscribe separately so consent stays clean.