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

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

"Be regular and orderly in your life so that you may be violent and original in your work." 
~ G.F.

My mission: 
to build best-in-class teams that make a difference in this world.

I know what makes the top 1%: 
• It is not just IQ. It is clarity of thought.
• It is not confidence. It is zero internal friction.
• It is not resilience. It is non-reactivity.
• It is not a culture fit. It is a values resonance.

Self-awareness is the meta-skill that stands behind all of it. 
That’s what I am looking for when I seek talent. 
I look for metacognition.

FOR ELITE FOUNDERS:
What is the opportunity cost of hiring the wrong person?  
I know a founder who spent 11 months and $1M+ in litigation for hiring a brilliant jerk. 

FOR ELITE OPERATORS:
What is the opportunity cost of getting yourself into the wrong company? 
The price you’ll pay is your limited time on this planet + your stress, your health and burned-out nervous system.

Hiring the top 1% isn’t about talent.
It’s about discernment.
Who do you trust to see clearly on your behalf?

My life philosophy is simple:
Infinite games ♾️ Infinite players. 

If you were looking for someone who can play your game at your speed and help you get to the next level, DM me.

✉️ chengeer@righthandtalent.com

✍🏻 Chengeer Lee

Choose the right people in life. 
People who would have been formidable enemies if they weren't friends.

Those who are compounding life in the direction you respect.

Those who can hear reality. Those who pause to listen and truly understand. 

Our current concept of self is always limited. We can't imagine what we have not experienced. Our past informs our imagination.
Our imagination limits what we can think of ourselves. 

Find your people.
People who will teach you how to be daring. 
How to be courageous with your life. 
Don't settle for anything less. 

Seek people who make their standards visible - in their discipline, health, work, and how they treat time.  
People who treat energy like capital - they don’t leak it, waste it, demand it.

People who know how to give selflessly but also receive with gratitude.

People who do not lose integrity, no matter how stressed they are or how much pressure they are under. 

Your people won’t try to own you, manage you, or reshape you. 
Your people will do everything to strengthen their autonomy and yours. 

When you meet your people, you will know. 
And when you do, hold them dear. 

#team #sedona #arizona #RightHand

Principal @ Right Hand ꩜ Elite minds for elite founders.

#hiring #ChiefOfStaff #SanFrancisco #BayArea #MountainView 

This is a CEO-adjacent role at a Series A AI startup operating at the intersection of generative voice and deepfake security. 

We’re looking for someone early in their career (roughly 3–4 years out) with sharp judgment, strong written communication, and the ability to execute without hand-holding. 

- MBB consultant 
- IB 
- Current startup operator 

You’ll take ownership of strategic initiatives, enterprise and public-sector follow-ups, decks and materials for senior stakeholders, RFIs/RFPs, and the many high-impact projects that founders don’t have time to run themselves. 

This is a front-row seat to building a real AI company - high autonomy, real responsibility, and a steep learning curve. 

Mountain View, 4 days onsite.

DM or refer and earn cash 😎

Highest signals that are telling me I am talking to top talent: 

- they grill you with questions and those questions cut deep right into the heart of the matter 

- they come prepared but they are not there to impress you 

- their speech patterns (aka thinking patterns) have high clarity, high complexity, and high sophistication 

- they know what you are doing, and they are trying to make it easier for you to collect signal 

- you instantly know they are sharp (cognitively fast / metacognitively strong) and they only get sharper as the conversation continues 

- they pause to think before answering hard questions 

- they think in trade-offs, systems, and first principles 

- they have a high life energy and treat their energy as a resource

- they have a very high-degree of self-awareness (they know what they are, they know what they are not, they are not trying to be anything else, and they know their values and where they are moving in life) 

- they treat time as a non-renewable asset 

- their intelligence is constantly working to create life results (and when you ask them what they've built they have something to show you) 

 ✍️ note: 
most people think that we (recruiters) listen to what you say. We do - to a certain extent. 

but reading humans is not about listening to WHAT they say
it is about reading HOW they speak

99% of people are unaware of why their interviews do not convert into offers  
most of them never seek feedback 
<1% seeks professional coaching to perform better 

Not everyone gets to be in the top 1%. 
Everyone has this opportunity to systematically climb to the top.

#hiring #recruitment #candidates #interview

🔥 #hiring #hiringnow #ContentStrategist #remote 
THIS IS GOING TO BE A FUN SEARCH!

We’re looking for someone who’s:

- Shipped paid social ads that actually ran
- Learned creative under real P&L constraints
- Can concept + cut + iterate (not just brief editors)
- Understands that emotion beats frameworks
- Got sharp because bad creative hurt immediately
- Heart-centered, self-aware human

This is not:

Brand-only
Organic-only
Big-tech
Big-agency-for-big-brands
ROAS spreadsheet cosplay

The people who fit usually come from:
✅ Profitable DTC brands (7–9 figs)
✅ Top-tier DTC agencies where ads had to win

DM me or Sarah H. 
Refer talent - get $ on your account + extra points to good karma

P.S. You will get more details when we chat!

🤙

content strategist

AI changed software engineering.
What does it mean for recruiting?

Some thoughts that I am entertaining right now:

1 - More builders. More people can build real systems, not just specialists, product people or devs. More builders = more tools to outsource to. 

2 - Team compression. Fewer people needed >>> each hire matters significantly more >>> Hiring mistakes become more expensive >>> discernment as a skill continues to grow in value 

3 - Shift from role-based to outcome-based hiring. From “backend engineer” >>> “person who can build this system.”

4 - Leverage matters more than headcount. One high-agency person weaponized with agents, will replace 3-5 traditional roles 

5 - New Elite archetypes will emerge. AI orchestrators, 100x engineers (AI system supervisors), builders-philosophers (people who can combine judgment + systems + execution)

6 - Market redistribution. Top 5% talent is vastly more valuable. Bottom - replaceable. Higher polarization between the edges. 

7 - Logistics will matter less. Evaluating judgment, thinking, and agency becomes premium.

8 - AI kills mediocre recruiting but not Elite recruiting. Process-heavy, volume-based recruitment gets automated. Pattern recognition and high-stakes relationship-building wins. 

9 - More recruiters will be boasting a new skill: mental architecture detection. Identifying how people think, not what they have done in the past. 

10 - Ultimately scarce resource - human agency. People who can perceive reality with high clarity, make intelligent choices in life, and harness the power of AI without being owned by it - these people will be the workforce of the future.

✍️
What are your predictions? 
What are the patterns you are seeing? 

p.s. I just want to have a digital Chengeer already so that the real Chengeer can finally rest in peace... 

... and Universal HIGH basic income would be nice (Mr. Elon Musk predicts that).

#AI #recruitment #hiring

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✍🏻 Chengeer Lee

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✍🏻 Chengeer Lee

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