The Linkus Group Inc.

Linkus Group is proud to support a select group of small and medium-sized businesses, and high-growth tech start-ups across Canada. 

We are known for our highly personalized and dedicated approach to partnering with our
clients. Our customer retention has been instrumental in our growth and we provide support
across an array of positions, including executive, tech, sales, marketing, finance, and operations.

We take the pain out of recruiting so you can focus on what you do best – running your
business and building customer relationships. 

Clients:
-KOHO (started working with when under 10 people)
-Coinsquare (started working with when under 10 people)
-Sonnet Insurance (started working with when under 10 people in Stealth Mode)
-Jumbleberry (started working with when under 20 people) (Exit)
-Moo Media (started working with when under 20 people) (Exit)
-Mundo Media (started working with when under 20 people) (Exit)
-GreenTank Technologies (Started working with when under 20 people)
-Altrio (started working with when under 10 people in Stealth Mode)
-Notch (started working with when under 40 people)
-Tacit Innovations (started working with when under 10 people in Stealth Mode)
-Klick Health 
-The Score (started working with when under 100 people)
-Cobmex 
-IOF Business Furniture
-Umbra
-Vitaly Design (started working with when under 30 people)
-Clean My Space (started working with when under 30 people)
-Bioconnect (started working with when under 50 people)

Founder & CEO + Recruitment Advisor

5 to 9 Society

5 to 9 Society is an invite-only network for the bold, the brilliant, and the builders. We connect high-performing operators, visionary founders, and sharp-eyed investors who aren’t just working 9 to 5, they’re creating their legacy from 5 to 9.

Born from a deeply curated network, the Society is part secret society, part talent marketplace, built to foster meaningful introductions, powerful collaborations, and rare opportunities. No fluff, no noise, no LinkedIn mass pitches. Just real access to people who move the needle.

We believe the most valuable rooms are the ones no one knows about, and we’re building one of them.

If you move fast, think big, and like to play in rare air, you're in the right place.

Membership is by invitation or referral only.

Reach out to me if you’d like to learn more.

Founding Member

Hipo | High Potential Hires (formerly HiredHippo)

We are on a mission to redefine how teams hire for startups and attract the best off-market talent.

Today's strategy to find top talent is completely broken. If we think about where our best employees come from, they are almost always found via referrals and our own network. However, the challenge is that referrals are never enough to fill our entire hiring pipeline. So we end up needing to leverage job boards to fill out the rest of our candidate pool.

The downside? The best candidates don't apply online. Top candidates are usually employed, and even have people coming to THEM proactively with job offers. There's no reason for them to be handing out their resumes. Because of that, the candidates we get are often hit-or-miss, it takes forever to screen them, and sometimes, we just hire the wrong person.

Enter HiredHippo.

We built a network and platform that consists of only the top startup talent. These are the folks that are stars at what they do, are not findable on typical job boards, and usually only talk to companies if they are referred in. We then utilize smart matching of that top talent with you based on work environment, compensation, the business problem the job solves and experience, so you can bring on not just a high performer, but someone who actually meshes with your team. And we do this all while reducing how long it takes for you to screen, and cost spent hiring.

Current HiredHippo clients in Toronto:
- League
- LevelJump
- FormHero
- Identos
- Black and Decker 
- ThinkResearch
- Coinsquare
- Telus
- GreenTank

Reach out directly adam@hiredhippo.ai if you are interested in learning more!

Founder

Stack & Sprout

Angel Investor

DisruptHR Vaughan

DisruptHR is a global brand and community that makes connecting with all the latest and greatest things in HR a whole lot of fun. 

Myself, along with Giorogio Follegati (Benchmark Benefits), Christine Song (HR Consultant + ChefHero) and Stephanie Chen (Marsh Canada) saw there was a gap in HR events in mega community of Vaughan, north of Toronto. We created our first ever event at McMichael Canadian Art Collection in 2019. 

Speakers have included executives from McDonalds, CIBC, Opencare, Worktango and more.

Once in a while an event series is born that shakes things up, it makes you think differently, it leaves you inspired. That event is DisruptHR.

14 speakers, 5 minutes each, and slides rotate every 15 seconds. Teach us something, but make it quick.

If you’re an HR professional, a CEO, a technologist, a community leader – and you’ve got something to say about talent, culture or technology – Disrupt is the place.

Co-Founder & Organizer

Lionshield

Advisory for Corporate Talent Acquisition for all invested companies under Lionshield's portfolio. 

Acting as HR and Talent support for Investors, Advisors, Acquisitions, and Portfolio companies.

Align talent strategies with business objectives across all portfolio companies, ensuring process consistency while catering to individual company needs.

Head of Talent (Advisory Role)

The Help List

When COVID19 hit Canada, the first thought that crossed our minds was: "There are going to be a lot of professionals who's job will be affected by the lockdown." Together with Marianne Bulger (Prospect.fyi) and Adam Bercovici (Luminari) we knew we needed to do something to help.

Taking a page from start-ups who had done this before internally, we thought "What if there was a list for all Canadian tech workers who got let go because of the COVID pandemic?"

2 days later, and we had a hacky G-sheet up and running. Within one month, we had thousands of Canadian tech workers signing up to the service. Fast forward a few more months, with over 5,000 professionals signed up, and hundreds of candidates getting interviews and jobs through The Help List, we realized it was getting way bigger than we ever thought possible.

In coordination with Prospect.fyi - a non-for-profit start-up career hub, we decided to move The Help List under the Prospect.fyi umbrella.

To date, countless people around the world reached out to leverage our playbook to start a Help List in their own country, helping countless professionals find new roles during the COVID19 pandemic.

Co-Founder

WeMovePeople

WeMovePeople (formerly Perreault International)

Recruitment agency specializing in Engineering and Technology positions within the Automotive Manufacturing, IT, and Energy Industries.

Generated 1M+ Revenue creating relationships from scratch with Magna, Johnson Controls, Multimatic, AMEC, Jacobs Engineering, CH2M Hill and more.

In charge of the overall growth and function of the office including; hiring, training, managing, administration and payroll for all staff. 

Responsible for new business development, marketing, process and technology improvements.

Accomplished the creation of an energy recruitment division through my own initiative and vision. The success of the department led to additional revenue streams and hiring of key personnel. 

Dealt with Health and Safety Standards for WSIB (Ontario) and WCB (Alberta).

Assisted with the development of alternative recruitment strategies and a custom applicant tracking system (ATS).

Director of Recruitment

WeMovePeople (formerly Perreault International)

Recruitment agency specializing in Engineering and Technology positions within the Automotive Manufacturing, IT, and Energy Industries.

Trusted to provide both permanent and contract full-cycle recruitment services for management, technical and non-technical positions in high demand.

Spearheaded long-term relationships with clients that included: Magna, Johnson Controls, Multimatic, AMEC, Jacobs Engineering, CH2M Hill and more.

Engineering Recruitment Specialist

Building the greatest marketplace of pre-vetted high-potential candidates and companies 🚀 | Founder @HiredHippo 🦛 | Founder @Linkus 🎯 | Co-Founder @HelpList ⚡️ | Named the Peak's 2023 Emerging Leader

I help startups and SMBs hire top performers for niche, hard-to-fill roles.

15+ years ago, I discovered that most companies were hiring all wrong. Since then, I've been obsessed with cracking the code on recruitment – building a process that actually works for both sides of the table.

In 2009, I founded Linkus Group. What began as a mission to support startups and SMBs as they scale has now evolved into a high-touch, well-connected recruitment partnership that recognizes people as a company's most valuable asset.

Here's what we learned along the way: exceptional hiring isn't about posting jobs and hoping. It's about strategically attracting talent across Executive, Operations, Revenue & Marketing, Engineering & Product, Finance, and HR roles. We handle the complete talent lifecycle from attraction and discovery to culture building and long-term retention.

The results speak for themselves. Over 500+ companies have trusted us with their growth. We've placed 1,000+ hires with a 95% retention rate. Our #1 KPI is repeat business. Companies keep coming back because we find the best person for the job in the shortest amount of time, for the lowest cost.

We're selective about our partnerships. We typically only accept referrals and work with companies from early stage through their growth journey – 1 to 250+ employees, bootstrapped to Series B and beyond. We focus on Senior to Executive roles because that's where the right hire makes or breaks momentum.

Ready to skip the hiring headaches and land your ideal candidate quickly? Let's talk.

Founder & CEO | Linkus Group Recruitment Redefined
Tech Founder | Hipo (HiredHippo)
Host | Offer Accepted Podcast
Founding Member | 5-9 Society
Co-Founder | TalentHelp List
Co-Founder | DisruptHR Vaughn
Former Chair | HRPA PD Dinner Committee
2023 Emerging Leader | Peak

www.recruiteradam.com

"Being cheap with talent is one of the most expensive mistakes you can make." - Alex Hormozi

Adam Gellert

We hired the best person for our client in 5 days (again). Beep beep.

Speed does not compromise quality. Poor execution does. Hire slow is BS. 

This candidate had multiple offers and still chose our client because the process was clear, fast, and respectful. When you know exactly what you want and everyone is aligned, the right people move toward you.

It gets better. The company we recruited them from called us after to help replace them because the candidate was that good. That is what happens when you prioritize clarity, speed, and candidate care.

Hiring becomes simple when you stay aligned, move quickly, and put people first. That is how you win.

Founder & CEO Linkus Group + Hipo | Startup & SMB Hiring Expert | Hiring High-Potential Talent 9× Faster | Top LinkedIn Recruiting & Retention Voice

Give me just 90 seconds, and I’ll make you great at hiring top performers.

Here are 3 non-negotiables you need to close more hires with less friction and fewer surprises.

1. Transparency

If the job changes mid-process or the role gets re-scoped and you hide that, you lose trust. A candidate will forgive almost anything except feeling misled. The number one reason we hear from talent for leaving their current employer is that the job wasn't as represented in the interview. They need to know what they are walking into. Candidates will always choose the offer with clarity.

2. Alignment

When the skills, experience, interests, and motivation are not aligned on both sides, the candidate's and the company's visions of what the next step looks like for both of them, it will not work. Period. The best hires want to solve the problems you actually have, not the ones you think you have. If the person wants growth and your role is stagnant, I'll put my money on them leaving.

3. Candidate Experience

If your process is slow, vague, inconsistent, or disrespectful of time, the offer stage becomes 10x harder. There are only a select few high performers, and you will burn that bridge fast. Top talent judges your company by how you treat them while they are not yet hired. Plus, don't forget, referrals are the easiest way to hire well, and a tight candidate experience will improve referrals exponentially. 

Remember, transparency, alignment, and candidate experience will improve your hiring by 10x, but it will be all for nothing if, during the recruiting phase, you don't know the core business problem this hire will be solving, what good looks like, and how to attract and identify fit. That part takes 10K+ hours of at-bats plus great process and instincts.

But for the hiring phase, once you have identified a real contender, these 3 are everything.

Hiring is not magic or hard. It is clarity, alignment, and respect executed quickly.

Most recruiters won’t say this.

Hiring more people is almost never the answer.

Hiring better people is.

15+ years building teams taught me one thing
The biggest unlock isn’t headcount.
It’s quality per seat.

Here’s what I mean

-> The right person moves faster
-> They build trust quicker
-> They take ownership without being pushed

That creates more output
More accountability
And WAY less friction

And this is where most companies get stuck
They think they're “filling the role.”
Instead of raising the bar and always looking to level up their teams.

My advice
Hire less
Hire better
Protect your standards.

Curious if this resonates.

You don’t need a bigger candidate pool. You need a better filter.

Hiring doesn’t have to take months.

The slow part isn’t finding candidates, it’s sifting through the wrong ones.

We pre-vet every single person before you even meet them.
References, alignment, fit. Done.

That’s how you go from a 90-day hiring cycle… to a 7-day one.

Takeaways (Better Filter = Faster Hire):
-> Define must-haves, not nice-to-haves. Clarity upfront avoids wasted interviews.
-> Check references early. Don’t wait until the end to find red flags.
-> Match for alignment + intent, skills matter, but so does wanting this role at this stage.
-> Cut interview bloat. Every round should have a purpose, not just “one more convo.”

When you put the right filter in place, speed isn’t the tradeoff for quality; it’s the result of it.

We are working on a Lead Engineering role for a post Series A software startup. Solid team and product. Strong backers. This hire matters.

We’ve got a candidate that we had to push back on because they were originally a “no” on paper. They would certainly have been have been a no if they had applied. 

“I was not excited when I saw his resume at all, but met him today and he was great, moving him on to the next stage.”

Then they not only made it past the first round, the technical, and now in finals.  

This is exactly why resumes suck.

If you rely on resumes you miss people. If you treat hiring like checking boxes you screen out the good ones. When you eat, breathe and sleep recruiting, hiring and retention, you don’t get fooled by polish.

You look deeper. You look for real signal.

What I care about:

-> Ownership and grit
-> Curiosity and problem solving
-> Builder mentality
-> Intent and alignment
-> The ability to grow with the business
-> Someone who actually cares about the mission

This is what happens when you have someone who truly knows recruiting in your corner. Someone who understands your business problem and who screens for fit and performance, not just keywords.

We don’t present resumes. We present people.

We don’t chase candidates. We attract the right ones.

We don’t fill roles. We solve hiring problems.

Transparency. Alignment. Fit.

That is the difference.

graphical user interface, text, application

If you’re still using the same interview questions from 10 years ago… you’re doing it wrong.

Interviews aren’t about ticking boxes.

They’re about predicting performance.

Think of it like a podcast.

You’re not grilling someone. You’re having a real conversation.

Go deep. Act like you’re already working together.

The flow should feel balanced. Questions on both sides.

What to ask?

1. Proof: past examples of wins and misses.
2. Pressure: how they adapt when things break.
3. Perspective: how their experience stacks up against others.
4. Expectations: what’s missing, and what they need to succeed.

Hiring for the past is easy.

Hiring for the future? That’s where you win.

If your interviews don’t feel like this, you might be missing out. 

What’s your go-to question that always reveals the truth?

Incredible night, extremely well executed, with an ambitious room of classy people doing really big things in startup. Very exciting to be a part of it. Ripple Ventures is at the top of the game.

WHAT A NIGHT! 🎄 

Huge THANK YOU to everyone who came out to our Annual Holiday Party last week — wow, did we have fun or what!

Hanging out with the best crew of early-stage founders and operators was the fantastic way to kick off the holiday season. You all spent the year sprinting, shipping, breaking things, and proving that magic really does happen at pre-seed. Your energy, grit, and wild creativity make the whole Ripple community so powerful.

For one evening, we actually slowed down, grabbed drinks, swapped war stories, laughed, and celebrated our founders. Special shoutout to all our award winners, congratulations again! ✨ 

Most Active Tank Slack Member: Mike Kim - Mycroft
Fastest Growing Company: Matt Espinoza ✦ & Ryan Kaufman ✦ - Clover Labs
Most Punctual Monthly Updates: Braden Ream - Voiceflow
Most Intro Requests: Nauman Hafeez & Eli Costea - NetNow Inc.
Night Owl Texter: Jenna Earnshaw - Wisedocs
Most Tenacious Founder: Moe Katib - Pica
Most Valuable Venture Partner: Rahul Parmar 
Most Co-op Jobs Created: Shiva Bhardwaj - Pitstop

We're grateful to collaborate with amazing co-hosts to bring the evening to life:
Fasken, Kraft Berger LLP Chartered Professional Accountants, Singer Steinberg Professional Corp., Linkus Group, Caylent, and DoiT. 

Here’s to finishing the year on the highest of highs, and to all the ridiculous, world-changing things we’re going to build together next year.

Cheers to you, cheers to us, and cheers to the best community in startups! 

We'll see you in 2026 — let's make even a bigger splash 🌊 

cc: Matt Cohen Dominic Lau Katie Ko Jay Lee Kate Grant Will Shaw Marc Shewchun Justin Abrams, CPA, CA Adam Singer Adam Gellert Andry Tanusdjaja, CPA, CFA Jake Teufel Ganan Gajendran

Someone asked me this:

“I’d love to work with you, but the market’s not great, and recruiters are taking less.”

I’ve heard variations of this every week for years.

If you’re not recruiting 24/7, you don’t actually see the market. You’re looking at lagging signals.

We’re seeing real movement again.
Confidence is returning.
Top people are getting scooped up fast.

And every role now has a deeper requirement. Companies are investing to maximize every seat with the right hire, not the cheapest one.

You don’t need a recruiter if none of this is your pain:

❌  you think AI can replace real recruiting judgment
❌  you believe posting jobs counts as proactive outreach
❌  you assume referrals will magically deliver the right candidates
❌  you’re okay losing people to faster companies
❌  you want your team spending time recruiting instead of doing their actual jobs

But if you want something different, here’s what actually matters:

✅  someone who understands your business and your hiring needs
✅  someone aligned with your brand and your standards
✅  someone who finds long-term fits, not warm bodies
✅  someone who reduces months of hiring delays into weeks
✅  someone who filters out the noise and only shows you real contenders
✅  someone who screens for alignment, intent, and performance before they ever hit your calendar

It’s not about choosing the cheapest option.

It’s about choosing the one that protects your time, your momentum, and your future team.

Hiring isn’t a cost. It’s a strategic lever.

Your business will become the people you hire. Choose wisely.

Right Hand

Leading the development of our Chief of Staff recruitment practice while executing strategic executive searches. 

Connecting organizations with operators who combine technical excellence and exceptional self-awareness.

Principal

Chengeer Lee Coaching

I guide high-performing operators to develop advanced metacognitive capabilities - the capacity to witness and navigate their own thinking processes with absolute clarity and precision. This work operates at the intersection of performance psychology, neurolinguistic programming and non-dual awareness.

My coaching framework integrates:

• Mind-as-instrument precision: Refining decision-making by recognizing cognitive architecture while transcending its limitations
• Emotional sovereignty: Developing the ability to experience emotions fully without being controlled by them, particularly under high-stakes conditions
• Perceptual clarity: Cultivating the capacity to distinguish between objective reality and the mind's interpretive overlays
• Integrated presence: Harmonizing intellectual understanding with embodied awareness to create authentic leadership
• Non-dual perspective: Accessing states where the observer/observed dichotomy dissolves, revealing solutions beyond conventional thinking

Through systematic development of metacognitive awareness, clients transcend the interference of the mind that limits conventional performance. Our work focuses on practical spiritual awakening - where philosophical understanding translates directly into measurable professional outcomes and genuine psychological freedom.

The most valuable professional asset isn't skill or knowledge, but consciousness itself - the source from which all effective action arises.

Delivering 500+ hours of transformational coaching to executives, founders, and high-potential professionals who seek not just external achievement, but inner mastery.

Executive Metacognition Coach 

Communication Skills Coach

The People People Group

Member

Caseware

Led global talent acquisition efforts across 11 markets (🇨🇦 🇺🇸 🇬🇧 🇺🇦 🇸🇬 🇩🇪 🇨🇴 🇷🇴 🇦🇺 🇮🇳 🇳🇱) with measurable business impact:

• Placed 200+ strategic hires, generating $3M+ in agency fee savings
• Scaled the organization from 300 to 950+ employees globally
• Recognized with MVP Award 2023 and President's Club selection
• Designed and delivered leadership development programs for senior leaders
• Built and led distributed talent operations team

Principal Talent Acquisition Partner & Coach

• Led key strategic hiring initiatives across finance, technology, and operations
• Built entire operational teams from the ground up (FinOps, FP&A, Legal, Corporate Development, UX)
• Developed talent branding initiatives to enhance candidate attraction
• Selected for the President's Club based on exceptional performance

Senior Talent Acquisition Partner

• Executed full-cycle recruitment across multiple functions and global locations
• Advised business leaders on talent acquisition strategy and best practices
• Developed essential TA processes, workflows, and templates
• Coached hiring managers on performance-based interviewing techniques

Talent Acquisition Partner

Within Consulting Inc.

Founder & Principal Consultant

Luminary

Partner, Coach Development

BRENT Phone English

As a Language Instructor at Brent, my job was to teach English | Russian as a Second language to Korean students. This experience is quite special for me since it gave me an opportunity to meet so many people from different walks of life - from Public Servants to High-Seat Ministers, from Nuclear Engineers to CEOs, I had hundreds of hours of phone conversations that helped me to polish my communication skills. I learned how to ask the right questions, how to speak less and listen more, how to build trust and comfort people over the phone, and of course how to help them communicate effectively in a foreign language.

Language Instructor

JVS Toronto

As a Workforce Specialist at JVS Toronto, my function was to be a connector between the job-hunters and employers located in GTA. I am extremely grateful to have had this opportunity that allowed me to not just develop a useful skillset that led me to the world of Talent Acquisition, but also let me work alongside some amazingly talented and dedicated people and contribute to the important work that they do.

In 12 months at JVS Toronto I have:
• Business Development & Account Management: Developed 160+ accounts across GTA from scratch
• Designed and facilitated a workshop on job-hunting strategies "Path to Employment"
• Created content for job hunters (articles, e-book, video course, etc.)
• Coached and placed 25 candidates with barriers to employment
• Helped tens of clients to secure employment on their own

Workforce Specialist (Job Developer)

Meditations of a Millennial: A Beginner's Guide to Life

After I failed with my startup I was burned out. I lost my sense of purpose and direction and was pretty much incapacitated for good 2 weeks. But then a friend of mine recommended I try writing about my experiences, and I thought, "Hell, why not." 

I picked up a 30-days challenge. The idea was to publish 30 essays in 30 days. I ended up writing 43. The first 42 flew completely under the radar, but my 43rd got thousands of views. People from all over the world started reaching out to me. It was my tipping point. 

Shortly after, I again decided to challenge myself. Now with the book. 600 days of bleeding through fingertips and 4 iterations after "The Meditations of the Millennial" was born. It is a book of what I learned in my first 29 years on this planet. The book is published for free on Medium.com

Book Author

Jungchul Language School

While I was writing my book and planning my immigration to Canada, I was teaching English in a language academy.

My responsibilities included:
• Planning, preparing and delivering lessons; developing teaching materials
• Helping students improve their English & communication skills via individual and group sessions
• Checking and assessing students' work; writing monthly performance reports
• Organizing and coordinating special events

English Teacher

I help Tech Leaders to attain Clarity of Purpose and Build Unshakeable Confidence 🪨

I engineer reality by building self-aware, high-performance teams.

I detect individuals who operate beyond their conditioning - those rare minds who can observe their own mental architecture and master it.

As Principal at Right Hand, I'm building an elite Chief of Staff recruitment practice while orchestrating transformative executive placements. I work at a unique convergence point: where organizational talent architecture meets consciousness engineering.

𝐅𝐨𝐫 𝐟𝐨𝐮𝐧𝐝𝐞𝐫𝐬 𝐚𝐧𝐝 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞𝐬:
I identify rare humans with extraordinary metacognitive development - those who can observe their own thinking patterns, maintain clarity under pressure, and execute without the friction of internal conflict.

These individuals become your unfair advantage because their self-awareness translates directly into:

• Decision-making unclouded by ego
• Execution without drama
• Collaboration without politics
• Innovation without attachment
• Adaptability without resistance

𝐅𝐨𝐫 𝐞𝐥𝐢𝐭𝐞 𝐨𝐩𝐞𝐫𝐚𝐭𝐨𝐫𝐬 𝐚𝐧𝐝 𝐞𝐦𝐞𝐫𝐠𝐢𝐧𝐠 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞𝐬:
I connect you with opportunities that align with your highest values and skills while simultaneously developing your metacognitive systems - creating a compound advantage throughout your career.

My career pattern is not typical for an executive recruiter. I've built my understanding of human potential through:

• A scientific foundation (Ph.D.-level research and 10+ years in academia)
• Having first-hand experience building a startup
• 5+ years of elite talent selection across 11 global markets
• Coaching 500+ hours of deep metacognitive development
• Successfully scaling teams from 300 to 950+ globally
• Deep study of non-dual awareness and consciousness engineering

Beyond placements and organizational scaling, I operate as an Executive Metacognition Coach - working with select individuals to reconstruct their Mental Operating Systems from first principles. 

Together, we engineer states of integrated performance where mind, intuition, and action move in perfect alignment.

I'm here to build a talent node in the ecosystem - a place where extraordinary minds connect, evolve, and create outsized impact.
 
The elite talent landscape is evolving. 
Technical skills are necessary but insufficient.

The true differentiator of in our day and age is consciousness - the ability to operate and construct reality with full awareness of your own thinking patterns and capacity to transcend them.

Connect if you're ready to operate at a level most people call impossible.

✍🏻 Chengeer Lee

#Interview questions I ask the #candidates I meet. 

Q1 - assesses self-awareness - if you don't know what top performance is you will never be able to articulate it - and whenever people describe top performance they talk about themselves 

Q2 - again self-awareness - assessing #metacognition - can you look at your mind as a 3rd party and give an honest assessment? 

3 - top performance is a product of calling - if this is a play to you, and others call it work - you will outperform everyone 

4 - instantly reveals the levels of complexity you are attracted to (what the mind calls hard) / can handle / can successfully solve 

5 - technical skill matter - if you know your stuff you can accurately assess the level of your conscious competence 

6 - a simple way to see how the role can be broken into atomic principles 

7 - A players do not wait for direction - they shape the role proactively with sharp intention - they know how to get themselves to 100% operational state in the most efficient way 

8 - Reveals tacit principles - only a master knows the intricacies of the craft  

9 -  divergent thinking - relationship with failure - learning ability / wisdom 

10 - you know very little about their craft - let them interview themselves and surprise you

Executive Talent Systems ꩜ Elite minds for elite founders.

Founders know that elite recruitment is expensive. Yet they still pay? 
WHY? 
What is going on in their mind when they think about it? 

Elite founders know - when they pay 25-30% fees they are not paying for "recruitment".

They are paying for this: 

1. The opportunity cost of a mis-hire. 
A wrong person will set you back 12-24 months. Can your startup afford it? 
What will be the cultural damage? 
What is the cost of investor trust erosion? 
Elite founder mindset: "Paying now protects me from losing 2 years later"

2. You buy time, not resumes. 
You won't believe how much time and effort is invested in making a successful placement. 500+ profiles sourced, hours of very expensive interviewing, constant context switching, cognitive load that distracts you from actual building. 
Elite founder mindset: "I am not paying for candidates. I am buying back months of my life." 

3. You buy certainty and discernment. 
A top recruiter is an elite pattern recognition machine. They introduce clarity, and structure. That's what you pay for. The mental model is: "I am paying for the pair of eyes who sees what I can't see". 

4. You are paying for the reach. 
Mental model: "I am paying for the access to talent I cannot reach myself." Your network is limited. Your inbound is ineffective. Top operators are not sitting all day applying for jobs. Activation, talent branding, talent attraction - is a whole different ball game. 

5. Speed > Cost 
In the startup world everything moves fast. Your window of opportunity is closing. Markets. Competitors. Clients. Elite founder thinking: "One 10x hire now - millions of $ of value creation". 

6. Recruiter owns the consequences. 
It may sound silly, but there is a place for that thinking: "If that blows up I am not alone." We provide replacement support, accountability, and of course share psychological burden. 

7. Great recruiters are not order takers. They sharpen the Founder. 
We coach at all times. Helping founders to get clarity. What stage are you in? What is the actual problem set? Let's scope the role accurately. This is strategy - not sourcing. 

8. Great hire - will pay it off very quickly. 
One A player will accelerate your revenue, build systems, unlock bottlenecks in the current processes, will elevate the culture across the whole org. Think about it: if your new hire unlocks 10% leverage, how relevant will the fee be? 

Markets don't build companies. 
People do. 

Elite #founders get this one thing: 
"A world-class recruiter compresses years of trial and error into one correct decision." 

Sometimes one correct decision is all it takes to win the game.

Right Hand Talent is open for business. 
DM me. 

#eliteminds for #elitefounders 

p.s. If you create one Grok meme for your team, be prepared to live with the consequences. Credit goes to SSK:

🆕 update to my Substack: I created a #JobBoard 

I will be consolidating all my active searches there and updating them regularly. 

Good chance for you to: 
- always have visibility into what I am working on 
- submit referrals - if we place your referral, we will send you some 💵

If you are a Founder / VC, and you want hiring your top 1% talent executed with precision with no nonsense, we are open for business.

DM me. 

#RightHand #ChiefOfStaff #Hiring

so.... 
I heard this AMA with ✍🏻 Chengeer Lee and 🙏 Martin Hauck ☂️ is happening tmr 

Come jam with us on all things Talent (and more)

#AMA 
#podcast 
#TPPG
#PurpleUmbrella

On a mission to economically empower People People

View 🙏 Martin Hauck ☂️’s profile

When a recruiter reaches out you can exercise two modes of thinking: 
Transactional and Infinite 

Transactional (this is where most people live) 
“Not interested.”
“I’m happy where I am.”
“I’m good, thanks.”

This is finite thinking - operating as if opportunities exist only in the present moment, and only for you. 
Ignoring the Future Self completely. 

But the people who consistently rise are the ones who accumulate advantage over decades - they think in infinite games.

They understand that careers are long, markets move, life changes, and fortunes flip. 
Yes, you are stable today. 
Will you be stable tomorrow? 

Maybe you will - but your friend isn’t. 
Your partner isn’t. A former colleague needs a lifeline. 
A founder you admire needs a warm intro - but where is your network? 
Non-existent - because you spent years caring for your precious self.

High-leverage people don’t close doors. 
They build optionality.

The infinite-game response looks like this:

“Let’s connect on LinkedIn.”
“Here’s my resume if something aligned comes up - keep it on file.”
“Happy to do a quick 5-minute intro call. Just a meet and greet for future."
“Here are 2 people - these are the best people I have ever worked with.”
“I’ll share this with my network or the relevant groups I’m in.”

It is a simple life principle: 
Whatever comes your way - amplify it and send it back into the Universe stronger.

This single rule - treat every interaction as creating your universe - will take you to the next level. 

Most careers collapse because people think in months. 

The people who win think in decades.

#infinitegames #infiniteplayers #network

Here is the rarest competency in the modern business: 
>

INTEGRITY

I’m constantly surprised by how many people in business operate with low integrity. 

To me, integrity isn’t something you even need to talk about – it is just a manifestation of your intelligence. 
Integrity - being Integer 1️⃣ - means that your body, mind, and intent move as one. 

It means you say what you mean and you execute on what you say.

Where I come from, we grew up with a simple definition:
A man’s word is a man’s bond.

If you say you’ll do something, you do it. 
If you don’t do it, your word means nothing. 
And when your word means nothing, you mean nothing in any kind of applicable business sense. 

Nothing you say carries weight. 
Nothing you promise can be trusted.

This shows up in small things:

A candidate says, “I’ll book a call tonight,” and then doesn’t.
A client says, “We’ll pay the invoice on time,” and then doesn’t.

These aren’t scheduling issues. 
These are integrity failures.

Every time this happens, trust erodes. 
And without trust, you can’t build anything – there is no business, there is no partnership, there is no relationship.

Here’s the part I want to argue clearly:

Integrity is a skill.
And it is a skill you will charge premium for.

It is one of the most valuable traits in the modern market because it creates trust, and trust is the core infrastructure of business. 

Yes, skills matter. Experience matters. 
But if I can’t trust you, why would I ever give you meaningful responsibility? 

To trust you with my business, is to trust you with my money. 
To trust you with my money, is to trust you with my life.

You could betray the partnership at any moment.

What shocks me is how rare this has become in corporate North America. Something that should be common sense – honouring your word – has somehow become a differentiator.

Leverage this paradox.
The simplest trait has become the scarcest edge.

The people who keep their word without friction, without excuses, and without self-negotiation rise faster because everyone can rely on them. 

Their reputation compounds. 
Their relationships deepen. 
They progress to higher-level deals, and higher-calibre people - because high-calibre dealmakers want trust. 

Integrity is your competitive advantage.
Use it.

#integrity #business #mindset

If you are a high performer, home ownership is a terrible idea. 
Why? 

1. It is a concentrated risk. 
You are locked in - one geo, one political regime, one job market, one interest rate. Sophisticated wealth engines are built from a set of assets, not one expensive anchor. 

2. Liquidity is power. 
Liquidity = optionality. No liquidity - no power to move, no power to pivot, especially when you need to take opportunities instantly. 

3. The real math is invisible. 
The true cost of ownership with all hidden costs can be 2-3x of what people imagine before they buy. 

4. Mobility is the new leverage. 
If you are a top performer, you move where opportunity is highest, taxes are lowest, lifestyle feels good, energy flows. Home makes it 10x harder. Mortgage makes it almost impossible. 

5. Ownership becomes Identity.
You start thinking: "we can't move now", "we have put too much into this house", "let's renovate instead of changing our life". You constrain your cognition, instead of expanding it. 

6. Renting buys freedom. 
Renting is flexibility and peace of mind. Consistent and predictable monthly cost. Ownership - volatility and background anxiety. Freedom compounds (just the way the money does)

7. This is personally for me BUT: my life goals don't require a house.
I want wealth, sovereignty, ability to support family, global mobility, psychological spaciousness. My Peace of Mind Operating system: stay liquid, invest aggressively, keep life light and flexible. 

8. You can always buy later - but the opportunity cost is lost. 
Buying is irreversible in the short term. Renting is reversible instantly. 
You buy - you lock yourself into commitments for 10-20 years - when you can't even predict what will happen 24 months from now. 

9. Homes in big cities like Toronto are no longer wealth vehicles. Just another form of consumption. 
Look around: high rates, low wage growth, extreme prices, high inflation, taxes are eating you alive. Real estate does not guarantee wealth - investing is the only option. 

10. We are all different - your lifestyle is another part of your Mind Operating Systems. My mind OS: high sovereignty, high income, high focus, working towards 7-figure net worth in the next 10 years window, collapsing timelines opportunistically.

You do you. 

#Toronto #homeownership #Sovereignty

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