I run your job search.
You make the decisions.

Reverse recruiting is a job search run on your behalf and paid for by you, the job seeker. The provider sources roles against a target you agree, tailors your resume for each posting, submits the applications and records every action in a tracker. A conventional recruiter is paid by an employer to fill that employer's roles. A career coach advises you on running your own search. A reverse recruiter does the search work, and cannot control whether an employer interviews or hires you.

Mid-to-senior professionals targeting roles in the US and Canada who already know the level, function and kind of company they want, and do not have the hours to run a careful search themselves. That includes people who are employed and want a better role, and people searching full time who can afford the fee. If your target is still undecided, a career coach is the better first purchase.

Not from me. Nothing is sent in your name without your sign-off, your current employer is excluded from sourcing, and nobody in your reporting line is contacted.

It is treated as a sourcing filter from day one, so time is not spent on employers who could not hire you. For example, Canadian citizens may be eligible for TN status in the United States, and US employers with a record of H-1B transfers can be targeted. Filings are handled by the employer and a licensed immigration adviser. Nothing here is immigration advice.

The target goes into writing first: level, function, company type, pay floor, locations and work authorisation. Sourcing starts against that document, you review the first shortlist, and applications go in with a resume tailored to each posting. The tracker is live from the first week. At each review point we look at what the tracker shows, and the target changes only if you agree.

Against the written target, and nothing outside it. A role has to match the level, function, company type, pay floor, location and work authorisation you agreed. Recently posted roles come first. Reposted or long-open roles are flagged in the tracker rather than applied to by default, and roles are never added just to raise the count.

You do. You see the shortlist before anything is sent and remove the roles you do not want. Nothing goes out in your name without your sign-off.

Only on Search + Outreach, at $1,000 a month. For priority roles agreed before the search starts, it adds research to identify the relevant hiring manager and internal recruiter, personalised outreach to verified contacts where they can be reached, and follow-ups that stop when the person replies. Every attempt and reply goes in the tracker. Not every company has a contact who can be identified or reached, so outreach is never promised for every role. Focused Search, at $500, includes no outreach.

Two monthly plans, with no success fee and no percentage of your salary. Focused Search is $500 a month: written search criteria, sourcing and screening, a shortlist you approve, resume tailoring for approved postings, submission with quality checks, a live tracker and a weekly progress summary. Search + Outreach is $1,000 a month and adds hiring-team research, personalised outreach and follow-ups. The full comparison, with what other providers publish, is in the cost article.

It is agreed in writing before you enrol: the application scope, the outreach scope on Search + Outreach, how often the work is reviewed, and what you approve. It is set from your search criteria, how many suitable roles exist in your market, and delivery capacity. That makes it a defined scope rather than unlimited service, and it means the number is set by what is genuinely worth applying to rather than by a quota.

No. The published plans do not include an interview or employment guarantee. Each plan commits to the work agreed in writing before you enrol, done against your target and recorded in a tracker you can check. Hiring decisions are made by employers. If another provider offers a guarantee, that is a promise about their remedy, such as continued work or a refund, so read what it obliges them to do and what voids it. When results are discussed, keep four things separate: applications submitted, interview invitations received, interviews completed, and offers.

It is fifteen minutes on a Google Meet video call, booked through Calendly. Bring your target role and a rough account of your recent search. You get a read on where the search is stalling and a straight answer on whether this service fits, including when it does not.

Yes, at any time. It lists every role with the company, the date the posting went live and the date the application went in, and on Search + Outreach every contact attempt, follow-up and reply. The weekly progress summary comes on top of it; the tracker is the record of the work.

Nothing is sent to an employer without your approval, your current employer is excluded from sourcing, and no client is named, quoted or shown on this site without written permission. Any example published here is redacted first. This website sends no names, email addresses or resume content to analytics.

Ask for a redacted tracker from a real search, a tailored resume shown next to the posting it was written for, and any interview invitation linked to the specific application or outreach behind it. A weekly count of applications proves little, because a count can be produced without doing the work. Named roles, dates and linked evidence are harder to fake. The resume-mill checklist in the notes has nine more questions, and they apply to me too.