Role sourcing, a resume variant per posting, submission inside five days, and a direct line to the hiring manager on every role.
2,200+interviews generated for clients since 2020, across the United States, the United Kingdom and Canada.
Every recruiter you have spoken to was paid by the company. That is the business model, not a conspiracy. Reverse recruiting puts the agent on your side of the table.
You are the client. I source against your written target, tailor a resume variant per posting, submit inside the first five days, and contact the hiring manager and the internal recruiter on every role.
Paid a percentage of your salary by the employer. Loyal to the client who signs the invoice. Your interests are a rounding error in someone else's placement fee.
| Dimension | Traditional recruiter | Reverse recruiter |
|---|---|---|
| Who pays | The employer | You |
| Who they represent | The company with the open seat | One candidate at a time |
| Roles in play | Only the roles on their desk | Every role matching your written target |
| Hiring manager access | Gatekept by the process | Direct outreach on every submission |
| Your weekly time | 15 to 25 hours | Under two hours: interviews and decisions |
| Visibility | Silence between calls | A live tracker: every contact, dated |
A master resume rebuilt for how parsers actually read, then a tailored variant per posting. LinkedIn rewritten for recruiter search, plus a short bio for the introductions I make on your behalf.
Master resume, per-posting variants, LinkedIn rewrite, executive bio.
You sign off a written target: level, function, company type, comp floor, location, work authorisation. I source against it daily and submit between 50 and 140 targeted applications a month depending on the tier, each inside the first five days a posting is live.
50 to 140 submissions a month by tier, sub-five-day submission, a shared tracker.
On the $1,000 tier every application gets a second route in. I identify the hiring manager and the internal recruiter, write to both by email and on LinkedIn, and follow up on day four and day eight. VPs, Directors and Founders read short, specific notes. That is what they get.
Hiring manager and internal recruiter outreach, day four and day eight follow-ups. Top tier only.
Also on the $1,000 tier, and at no extra charge. Prep before every round, a debrief after. When offers land, I run the counter-offer playbook: timing competing offers together, anchoring on total compensation, and scripting every reply so you never negotiate against yourself.
Round-by-round prep, a counter-offer playbook, and every reply scripted before you send it. Top tier only.
Sponsorship and status are filters in the sourcing target, not an afterthought at offer stage. This is not immigration advice. A licensed adviser handles your filing.
An illustration, not a quote and not a promise. Every assumption it makes is listed under the sliders. Your real number comes out of the call.
Career advice is abundant. Execution is not. Most candidates know what a good search looks like and still cannot run one, because they have a job, a family and roughly twenty free hours a week that a proper search eats whole.
So I run the search. I take on a small number of clients at a time, source against a written target, write a resume variant for every posting, submit inside five days, and contact the hiring manager and the internal recruiter on every role. Since 2020 the work has generated more than 2,200 interviews for clients across the United States, the United Kingdom and Canada.
Everything lands in a tracker you can open whenever you want. It names who was contacted and when, which is the whole reason one person doing the work beats a platform pretending to.
We confirm the target and I tell you honestly whether I can move it. No pitch deck, no obligation, and confidential by default.
