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.
When I send a candidate, I can tell you exactly why.
The pattern match.
The upside.
The risk.
The part of their background that does not show up on a resume.
Because recruiting should not feel transactional.
It should feel thoughtful. Clear. Human.
Background
I have spent nearly two decades in recruiting, talent acquisition, and people leadership.
My career started in fast-paced agency recruiting, where I learned quickly that speed matters, but judgment matters more.
Since then, I have 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, retail, automotive, and AI.
Along the way, I have recruited for everything from front-line and operational roles to highly specialized technical talent, leadership hires, and executive search.
Today, through inLink People Partners, I help companies hire with more clarity, confidence, and conviction.
Because the right hire changes everything.
Let's find the right person.
Whether you need help filling one role, leading a critical search, or building recruiting infrastructure, I can meet you where you are.